How to Win Your Top Candidate

Chris Allaire
Chris Allaire

Winning the top candidate for an open position at your company mirrors the delicate dance of courtship. Timing, communication and creating an overall smooth experience are contributing factors if there will be an ideal match. If you are about to begin the hiring process, we recommend focusing on the following areas of concentration:

Clear Communication 

From composing the job description through the onboarding, concise communication is paramount. When drafting the job post, be sure to address the following points:

  • Who is your ideal candidate and why?
  • What skills are absolutely required for the job? What can be taught on the job?
  • What is the potential growth trajectory for the role? 
  • What impact will this candidate have on the company as a whole?
  • Is there an opportunity to work remotely? 
  • What are your company values? What is your company culture? 
  • What are the people who work with the candidate really like?  Remember, people hire people!

A thorough recruiting listing embodying the values of your company and the requirements for the position will maximize your chances of finding the optimal candidate.

Once the candidate has applied, be sure to connect throughout the entire process. Send an automatic notification once their application has been received and promptly schedule an interview within 48 hours. Throughout the series of interviews be transparent about the process and how many rounds of interviews there will be. Top candidates don’t want to muddle through a lot of information to figure out where they stand or chase down people for next steps. 

Amenable Applicant Experience

Can a candidate easily apply to the job posting? If the application is lengthy and arduous, elite applicants will immediately be disenchanted and abandon their submission. If your application page has poor user interface or is lacking mobile friendly design, this will make the user experience negative and ultimately be a turn-off…especially for candidates applying in the tech sector! Your posting should not have a ton of pre-screening questions or other obstacles that will turn off top tier candidates. We recommend a 1-click application to ensure the experience is simple for candidates. Submitting their information with ease is the first positive interaction the applicant will have with your company.

Preparation is Essential

As a candidate, particularly a technologist, preparation is everything! Does the candidate know who they will be interviewing with?  Which topics should the candidate discuss with each interviewer?  What does the candidate need to demonstrate to the interviewer to have a successful interview?  Also, it’s helpful to include Linkedin profiles on meeting invites. Candidates will appreciate the additional information. Extra attention to such details will differentiate your company from your competitors.  

Vital Feedback 

Candidates will voice frustration when they don’t receive any feedback at the conclusion of an interview. This lack of communication will circulate quickly throughout tech circles. Even if a candidate had a terrible interview, we suggest politely and empathetically letting the candidate know they’re not the right fit for the job. You can share as much specific information as you like, but a simple yes or no, will go a long way. You never know when your paths will cross again in the future.  

Onboarding- A Welcoming Transition

Finally, the onboarding process is a crucial part of the progression from candidate to employee. A well-defined path of form submission and credential verification (along with time frames on each) should be outlined as soon as the applicant receives their offer. A frustrating experience getting started sets a negative tone before the new recruit has even begun their first day of work. Establishing a friendly rapport and showcasing the efficiency of the processes within your company will demonstrate the high standards of your team. This will set the stage for an enthusiastic start and illustrate the excellent opportunity your leading recruit is about to embark on. 

We always recommend during the time between resignation and start date, the hiring manager and future employee meet for a physical or virtual cup of coffee. This provides an opportunity to discuss expectations and review research for upcoming projects and impending timelines. This initial meeting is the first step to building a connection. 

The Averity Process

We deliver a concierge-style service experience with everyone we interact with a focus on your needs first.

During the qualification period, we dig deep into the interest and experience of the candidates. We also take the time to truly understand your company’s needs for the role and conduct our own research into your organization to properly pair you together.

This level of connection is maintained during interview coordination as well. Both the applicant and organization are well-prepped as to who they are meeting with. Throughout the interview rounds, both parties are kept up-to-date about offers and expectations. Such transparency keeps the guesswork (and ultimately frustration and anxiety) out of the experience for both sides.

Lastly, we remain present throughout the onboarding process to ensure it is effortless and establishes a solid foundation for the new working relationship. 

Talent acquisition in the tech industry can be challenging. As a technical recruiting agency, Averity’s recruitment technology can help you focus on your core business while getting top tech talent.

Chris Allaire
Chris Allaire

Chris is an entrepreneur, pilot, avid golfer, pretty awesome cook, crab cake connoisseur, guitar player, and a proud husband and father. When Chris isn’t playing with his 2 daughters or traveling with his incredible wife, he is recruiting for Open Source Engineers in New York City. His love for recruiting stands just shy of his love for the Boston Red Sox. Chris has almost 20 years of recruiting and staffing experience on a National level with over 10 years in New York City, both contract and full time.