To get the best results make sure your recruitment process provides as much information as possible to allow the candidate to make an informed decision as to whether they will consider working to you not. This information required is simply common sense and it is amazing how many times is not provided. I would suggest supplying a general information leaflet that provides basic company information the candidate would be interested in. For example, salary range, Job Description, Person Specification, number of staff in team/department/organisation, reporting structure, company turnover, subsidiaries/related entities, mentoring and coaching, training provided, study support, other general benefits, travel requirements, public transport options, and parking facilities.
Career progression potential, the reason for the position, and organisational culture can be discussed at the interview. Now more than ever you need to truly sell the role and your company to potential candidates.
With over 35 years of experience specialising in sales, networking, business consulting, and leadership, Steve has built an outstanding reputation for his ability to influence and provide strategies that generate effective, win-win outcomes.