Blog

  • Home
  • Recruitment
  • Candidates keep falling through? Don’t make your plan B a second thought
You Are Here:

Candidates keep falling through? Don’t make your plan B a second thought

Posted on | Posted in Recruitment

 

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

0

Leave a Reply

Your email address will not be published. Required fields are marked *

Latest Posts
27 Jun 2021

Why candidate marketing is essential during the recruitment process

Guest Blog by Kaia Vincent, Director, Brevity Marketing At the beginning of the financial year, the Guardian reported that Jes Staley, Chief Executive at Barclays, forecast the UK economy would see the biggest boom since 1948. Growth undoubtedly means an increase in job opportunities as companies seek to expand to either meet demand and/or take[…..]

Latest Posts
22 Jun 2021

Let’s talk about The C Word

Careers! Everybody’s talking about them, especially to the younger generation. Combined with the tsunami of other messages teenagers are receiving every nanosecond (and that’s just on social media), you can’t blame them for feeling a little overwhelmed. “What do you want to be when you grow up?” can sometimes feel like the hardest question of[…..]

Latest Posts
02 Jun 2021

How many pearls of jobhunting wisdom can you find in this podcast?

Lots of people have found themselves having to look for alternative temporary and permanent work unexpectedly, due to the economic impact of the pandemic. If this is you, you might feel like you simply don’t know where on earth to start… Perhaps it’s been a while since you’ve had to look for a job. Or[…..]

Latest Posts
04 May 2021

What have you done today that your future self will thank you for?

  ‘Self-care’ has become a term often spoken of and written about – but what does it really mean? Me-time and meditation? Bubble baths and beauty sleep? Yoga and yogurt? As lovely and relaxing as all that sounds, self-care can also be about ACTION. More to the point, self-care can be about self-investment. How you[…..]

Latest Posts
27 Apr 2021

Do We Really Understand What Consent Is? – Guest blog by Clare Davis of Nova Associates

Sexual Assault has been headlines in the news on too many occasions in the last few weeks. What worries me are the messages we are conveying to our loved ones and employees about consent? Are we communicating what sex is really about? It is about building a relationship with the person we love and then[…..]