Blog

In recruitment, as in life, things rarely work out as expected. The news reminds us daily that it’s actually wise to expect the unexpected. For example, you’ve got to wonder if there’s a teeny weeny bit of Theresa May’s brain that wishes she had pre-prepared a plan B for how Brexit is unfolding…

We often talk about plan B, C, or even D…but how often are they viable options that we can actually implement if required?

A common scenario

We’ve all been there. Weeks spent advertising, sifting through applications, interviewing people. Then the candidate accepts – hooray…only to withdraw that acceptance later, putting you back to square one. If you’ve already taken your foot off the gas because you thought it was a done deal, you’ll have to start the search, filter and selection process all over again.

What’s worse, you’ve probably already told the other candidates that they weren’t successful, making it awkward going back to them to say otherwise. Either they feel second best, or your company looks unorganised. And it can be a huge drain on time.

In such a candidate-led market, where recruiters don’t always call the shots, a plan B is an essential part of today’s recruitment process.

How to be prepared for when the chosen candidate falls through at the last moment

Here are 3 simple ways you can build a plan B into your strategy…

• Be careful about how and when you say no to the other candidates. Timing is critical, so if possible, hold off until the top pick signs and maybe even until they get their feet under the desk
• Cultivate a relationship with your candidates that encourages honesty. Ask prospective candidates if they’re going to say no to any other offers. Don’t withdraw the offer if they say they might go elsewhere, just ask for timely communication because this is key to managing the situation effectively
• Don’t put all your eggs in one basket. Consider recruiting two people for a role, not just one. Entertain the possibility of a part-time job share. Just one benefit is that you’ll automatically have sickness and holiday cover. And if one person leaves the post or doesn’t complete probation, you don’t have to start all over again

When you’re working with a recruitment consultancy like Wote Street People, help us to give you the strongest support possible. If someone leaves your business, the first step should always be to re-evaluate exactly what your company needs in terms of a ‘replacement’. For example, you may not even need to replace the person who is leaving directly. Ask yourselves if the role has changed. Check what that person does – can some of it be automated or given to another member of staff? All this information allows for the building of a robust recruitment procedure, including contingency plans.

Putting this preparatory work in during the early recruitment stages might even mean that you don’t need to roll out your plan B, but in the unpredictable world of recruitment you’ll rest easier knowing that it’s there if the rug gets pulled out from under you. Best laid plans and all that…

Wote Street People can help with your recruitment plans from A to Z! Just give us a call on 01256 799 127 or call maxine@wotestreetpeople.co.uk