ATTRACT THE BEST TALENT

 Where to Find Great Candidates: Start With Your Best People

The strongest candidates often come through your existing network. Referrals from high-performing employees are invaluable. They know your business, understand your culture, and are more likely to recommend others who fit your team. Don’t overlook the power of a simple “who do you know?” chat. Tap into your team's connections for quality leads.

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 Professional Network Leverage

Beyond this, make the most of your professional network. LinkedIn is not just for job posts. Use your network for direct outreach and recommendations. Even a targeted comment on a relevant industry post can open unexpected doors.

Sometimes, the best talent is not actively searching. Direct approaches, whether via LinkedIn, Indeed, or even after a positive customer experience (think mystery shopping style), can entice passive candidates. A quick and courteous message like, “I was really impressed by how you handled that situation” can have a big impact.

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 Speed Matters. Move Fast, Communicate Clearly

Top candidates do not stay on the market long. Make speed your superpower. Streamline your screening and interview process and, crucially, communicate quickly at each stage. Delays create doubt, while prompt feedback keeps candidates engaged and shows you respect their time.

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 Structure Builds Consistency

While a conversational approach helps candidates relax and share their true selves, there is huge value in a structured interview process. Using competency or situational judgement questions, and assessing candidates against the competency requirements of the role, ensures consistency in what is covered with each candidate. This structure helps interviewers match candidate performance to the job description, compare multiple strong candidates more fairly, and provide clear feedback.

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 Free-Flowing Conversations With a Dose of Honesty

Start with a relaxed conversation that lets candidates open up. Learn about their experience, motivations, career aspirations, and personality. However, do not shy away from the tough questions. Be direct, honest, and respectful about what is needed for the role. A blend of approachability and straightforwardness ensures you get the full picture, and candidates know exactly where they stand.
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 Managing Expectations. Keep Everyone In the Know

Uncertainty is stressful. Manage candidate expectations by being open about timelines, processes, and possible outcomes. Communicate regularly, even if there is no immediate update, to avoid unnecessary worry and keep everyone informed.

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 Quality Feedback. For Every Candidate

Nobody likes a generic “thanks, but no thanks.” Whether or not a candidate is successful, take time to offer meaningful feedback. Highlight their strengths, mention specific examples from the interview, and give suggestions for future growth. Structured interview notes make this much easier and more effective. This builds trust and leaves a positive and lasting impression.

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 Build Long-Term Relationships

Stay in touch with great candidates, even if they are not the right fit today. Share occasional updates, check in on career milestones, and offer to connect over coffee. You never know when a new opportunity will make their profile perfect or when they could introduce you to your next exceptional hire.

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 Humanising the Process. Walk in Their Shoes

Remember, interviews can be nerve-racking. Take time to chat, break the ice, and put candidates at ease. Consider how you would want to be treated in their position. A little empathy turns interviews from tick-box interrogations into conversations that benefit both sides, and brings out the best in people.