The Importance of Being Earnest…

No, no, we aren’t taking you back to GCSE English! But we do want to highlight how important it is to show up and do what you say you will, as both a client and a candidate – and us as recruiters – during the job application and interview process.

We work with a wide range of clients and candidates across various industry sectors and at all seniority levels, and we process and manage every stage of a job application, totalling thousands of CV submissions, feedback emails, follow up calls, interview confirmations and offer letters each year. In doing this, we know how important it is to be accountable – to do as you say you will; be earnest in your actions!

So, given we are all full of resolutions to do better as we start the New Year, we thought we’d take the time to note down the perfect job application process. Take a read, and be honest with yourself, as a candidate or a client. Are you following everything in this workflow, or could you do better?

Step 1 – A new job opportunity arises

The client contacts the recruiter, who arranges to visit them and talk through the job description as well as learn more about the sort of personality who will fit best in this role. Timescales for a job advert to go out and a date for first-round interviews can be arranged at this point. Timescales will vary dependent on the complexity of the role, and anticipated time it will take to source a pool of suitable candidates. More niche roles may have a slightly longer time period for sourcing, simply because there are less candidates in the market with less common or transferrable skills.

Step 2 – Applications for the job

Applicants see a role advertised and submit their CV and covering letter. A good candidate will have made tweaks to their CV to highlight their suitability for the particular role and showcase their relevant skills. The recruiter managing the process will ensure that the application is acknowledged and give a deadline for next steps after screening. At RE Recruitment, we endeavour to respond to all candidates whatever the outcome. It’s not fair to leave someone assuming they’re unsuccessful or holding out hope for an opportunity because they haven’t heard back from the advertiser.

Step 3 – Shortlisting

After CVs have been initially screened, successful candidates will be telephone screened by our recruitment team. During this telephone call, the recruiter will get to know the candidate and ask questions about their skills and experience to assess whether they are a good fit for the client they also have a good understanding of. If during the call, it becomes apparent this is not a good match, this will be discussed, and a follow up email will be sent to confirm the journey ends here this time. If it’s still all looking like a strong fit, the recruiter will establish potential interview availability with the candidate and submit the CV to the client.

It’s important to note the importance here of having pre-scheduled interview slots pencilled in – as a client if you are able to block out times in your initial meeting with your recruiter, they can arrange interviews on your behalf and make the whole process much smoother for you (after all, we are being paid to deliver a service, why not make the most of it!).

Step 4 – Interviews

Candidates attend interviews as arranged, feeling well prepared and having had time to plan their journey. Clients, who already had time blocked out for the interview process, have clear heads and aren’t distracted by their workload so don’t feel rushed or inconvenienced. Ideally, the shortlisted candidates are all interviewed the same day, and at the end of the block of interviews, the recruiter has a scheduled timeslot to go through interview feedback.

It’s really important to give interview feedback for so many reasons. Firstly, providing feedback shows you as a great potential employer, maintaining your strong business reputation, and secondly, it is so important for candidates to receive, so they can understand their strengths and areas to work on improving; ultimately raising the level of the talent pool in the local area. It’s also a really good opportunity to reflect on the interviews, and taking this time to talk through feedback with your recruiter will help you to gain a clear picture of the candidate who is the best fit for your team. An impartial voice in that of your recruiter can help you to make decisions if you’re torn between two really strong candidates for example.

For some interview advice, click here.

Step 5 – Feedback

We’ve given it its own step even though we just talked about it, because we cannot stress the importance of taking the time to consider and give feedback! It need only be a half hour, scheduled in over the telephone or in person, but it makes such a difference and will really help to streamline your recruitment process.

As a candidate, it’s also vital to make sure you take that time to give your recruiter a call after your interview. Talk through any concerns you may have, tell them honestly how you’re feeling about the prospect, and give them the tools to negotiate the best offer for you should you be successful. As we all know, interviews are a two-way process, and it’s equally as important to give feedback if you felt the role or company was not what you were hoping for. Again, your recruiter can and will share this feedback in an anonymised manner and help to improve the opportunities within businesses in the area.

Step 6 – The job offer

So far the process has gone smoothly; you’ve interviewed, it was a great match, and you’re looking forward to crossing the I’s and dotting the T’s in the contract now. Clients and candidates will have a good idea of expectations on both sides, so if both sides remain earnest, this is quite straightforward. If you’ve advertised a role at a certain salary, and the candidate is expecting this, it’s only fair that the offer reflects this. The process can fall flat when a client extends a less-than-expected offer or withholds elements of the remuneration package subject to a probationary period or similar, if that’s not what was discussed at the interview and application stages.

It’s important to consider that this is an ‘ideal’ process, and in the real-world things don’t always go to plan, but if we all take accountability for our actions, make plans and stick to them, we can make all of our processes smoother and ensure we’re all being our very best selves. If that’s not a great way to start 2025, we don’t know what is!

Who’s with us in making 2025 the year of being earnest, and accountable?! Contact the Professional Services team today to discuss your upcoming workforce plans and let’s be successful together!