Recruitment for Dummies - Part1 - Pre qualified candidates
For the seasoned professionals out there this will be a tremendously boring entry as I am certain that the reasons as to why Pre qualified candidates are an absolute must will be plainly evident to most but bear with me, for the uninitiated its pretty valuable information and perhaps even more so today than it was yesterday.
There are two vital components to the matching of candidates to roles in the UK financial services industry. The actual sourcing of the candidate - obviously quite important! And something we will delve into in greater detail at a later date, and the second is pre qualifying them or matching them to the role.
Its hugely important once you've found your candidate to make sure that they are a good fit for the role and even more so today than it perhaps was a year ago. The UK financial services industry is contracting and client companies are more definitive as to their specifications now, a lot more than they used to be. To use a sliding scale as an example, whereas last year the client company might have taken a look at a candidate who, in terms of skills and qualifications being a match to the role, was a 6.5 or 7 out of 10, this year they want a 9.5 or 10! So the skill comes in not only finding the right candidate but pre qualifying them to be absolutely sure that the guy/gal you are putting forward has a damned good chance of getting the job. Time is precious in the UK FS recruitment industry and you don't want to be wasting it on a candidate who plainly has no chance of getting the role when it could be better spent finding someone who would have.
Firstly, there are two ways of making sure the candidate is right for the role - pre qualify them over the telephone or face to face. Of course, face to face is the ideal, it's so much easier to build a rapport with the candidate. Still, if distance makes it prohibitive, the telephone, providing the questions asked are asked in the right way and the right questions are asked, is a very good way of ensuring you have a good fit.
Open questions are King - a good recruitment consultant asks the right question and then sits back, listens to the answer and dissects whats relevant and whats not. But let the candidate do most of the talking - you'll find that you'll get a much better idea as to whether or not they are a good match to the post you're looking to fill. Do they use a good conversational style, are they easy to understand, do they use relevant phrases and words, are they confident, expansive? A good financial adviser should tick of all of those boxes.
As a consultant in the UK financial services recruitment industry its more and more important to make sure that you have the right person for the job you're trying to fill. Its no longer good enough to just take a CV off a job board, find out if the candidates interested in what you have to offer and send it off to all your clients in the area. Pre qualification is the key - be more selective, throw less mud against a wall - and watch more of what you do throw - Stick!
For the seasoned professionals out there this will be a tremendously boring entry as I am certain that the reasons as to why Pre qualified candidates are an absolute must will be plainly evident to most but bear with me, for the uninitiated its pretty valuable information and perhaps even more so today than it was yesterday.
There are two vital components to the matching of candidates to roles in the UK financial services industry. The actual sourcing of the candidate - obviously quite important! And something we will delve into in greater detail at a later date, and the second is pre qualifying them or matching them to the role.
Its hugely important once you've found your candidate to make sure that they are a good fit for the role and even more so today than it perhaps was a year ago. The UK financial services industry is contracting and client companies are more definitive as to their specifications now, a lot more than they used to be. To use a sliding scale as an example, whereas last year the client company might have taken a look at a candidate who, in terms of skills and qualifications being a match to the role, was a 6.5 or 7 out of 10, this year they want a 9.5 or 10! So the skill comes in not only finding the right candidate but pre qualifying them to be absolutely sure that the guy/gal you are putting forward has a damned good chance of getting the job. Time is precious in the UK FS recruitment industry and you don't want to be wasting it on a candidate who plainly has no chance of getting the role when it could be better spent finding someone who would have.
Firstly, there are two ways of making sure the candidate is right for the role - pre qualify them over the telephone or face to face. Of course, face to face is the ideal, it's so much easier to build a rapport with the candidate. Still, if distance makes it prohibitive, the telephone, providing the questions asked are asked in the right way and the right questions are asked, is a very good way of ensuring you have a good fit.
Open questions are King - a good recruitment consultant asks the right question and then sits back, listens to the answer and dissects whats relevant and whats not. But let the candidate do most of the talking - you'll find that you'll get a much better idea as to whether or not they are a good match to the post you're looking to fill. Do they use a good conversational style, are they easy to understand, do they use relevant phrases and words, are they confident, expansive? A good financial adviser should tick of all of those boxes.
As a consultant in the UK financial services recruitment industry its more and more important to make sure that you have the right person for the job you're trying to fill. Its no longer good enough to just take a CV off a job board, find out if the candidates interested in what you have to offer and send it off to all your clients in the area. Pre qualification is the key - be more selective, throw less mud against a wall - and watch more of what you do throw - Stick!
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