Timing is everything when it comes to securing the right candidates for logistics positions, according to specialist recruiter Hays Logistics
Timing is everything when it comes to securing the right candidates for logistics positions, according to specialist recruiter Hays Logistics Personnel.
Candidate shortages are still very evident in many sectors, the company reports, and job seekers need to be prepared for a swift response.
“Solid candidates in skills-short areas often receive an employment offer within 48 hours of an interview, although it is not uncommon for candidates with a very strong skill base and experience ideally suited to a vacancy to be offered a role less than 24 hours after interview,” says Tim James, Senior Regional Director of Hays Logistics Personnel.
“Traditionally, a week would easily pass between an interview and an offer. However today if one company’s recruitment process is protracted they risk losing the candidate to competitors with a faster and more efficient recruitment process. So it has become imperative for hiring managers to act quickly and decisively.
James says organisations with an efficient recruitment process are the winners in the current market.
“The recruitment process should last no longer than two interviews – one with the direct line manager followed by a second interview with senior management – and an assessment or testing session if necessary,” he says.
“However some organisations will hold one interview, calling senior management into the interview if the line manager is impressed, and will offer the candidate pending successful testing if it’s required.
“We’ve even seen instances where some hiring managers will conduct interviews on a Friday and then come into work on a Saturday or Sunday to finalise the offer so it is presented to the ideal candidate first thing Monday morning. Many businesses are also acting to secure quality candidates before formal vacancies are even confirmed.”
But James warns creating a recruitment process that trades time for the appropriate depth of information required for both parties to make a decision is a risk.
“Candidates should be ready to receive and action offers quickly, and be sure of their motivations for applying for specific jobs,” he says.
“They should also be prepared for a number of offers and the concerted efforts of their existing employers to buy them back through a counter offer.”