The final stage of recruitment: how to successfully complete the recruitment process?
The final stage of the recruitment process is the part of the recruitment process where the employer chooses among the final candidates and makes an offer to one of them, and negotiates if necessary. This final stage of the recruitment process is particularly important because if the wrong decisions are made, the whole recruitment process may have to be repeated from scratch. Essential rules for the final stage of recruitment:
1. Always have a back-up plan for the final stage of recruitment
Recruitment is characterised by the fact that you can never be sure of the outcome. This is why you should always have a back-up plan in case, for example, the selected candidate rejects the job offer or similar. A back-up plan in recruitment can relate to having an additional back-up candidate, negotiating leverage and the possibility of offering a higher salary if it is important for the selected candidate, etc. A back-up plan makes you feel more confident in the final stage of the recruitment process and allows you to achieve a result even if not everything goes according to plan.
2. Be prepared to negotiate with the selected candidate
It is rare that the candidate selected in the recruitment process simply takes the job offer and accepts it. When making an offer to a successful candidate, you need to anticipate the additional flexibility that will be available in terms of working hours, salary, career prospects. Candidates can be highly motivated in the recruitment process, but often their current employers make counter-offers that raise their expectations of remuneration unexpectedly. In the final stage of the recruitment process, it is necessary to anticipate this and other similar scenarios and to be ready to respond to the candidate’s negotiating preferences.
3. Pay attention to the detailed presentation of the job offer
It is not only the smoothness of the recruitment interviews that determines the motivation of the candidate. It is the job offer itself, once received, that makes a big difference in the recruitment process. The way in which the job offer is presented (verbally, in writing, in a live presentation with the team) also has a significant impact on the candidate’s decision. Investing in the presentation of a job offer in recruitment is definitely worthwhile, as it is like the final stage and both sides need to show maximum motivation at this stage. The employer is motivated to accept the candidate and the candidate is motivated to work for the employer’s company.
4. Informing candidates rejected in the final stage of the recruitment process in a proper and timely manner
A particularly common mistake made by employers at the final stage of the recruitment process is to inform unsuccessful candidates too quickly that another candidate has been selected. The problem arises when the selected candidate decides not to accept the job offer and the employer has to go back to the second most suitable candidate. This return, once the candidate has been informed, throws the candidate off-balance and makes him/her feel distrustful of both the potential future employer and the whole situation. This is why it is recommended to only reply to candidates at a stage in the recruitment process when the right candidate has already confirmed that he/she will accept the job offer.
Also, when communicating responses to candidates, it should always be borne in mind that some candidates who are not suitable for this particular recruitment exercise may be suitable for other recruitment exercises in the future. Knowing this, you should indicate in your message that you want to keep in touch with the candidates.