The Candidate Journey

1. Sourcing and Screening

The first step is finding the right candidates. This involves utilizing various channels, including job boards (e.g., LinkedIn, Indeed), company databases, professional networks, and referrals. Once a pool of candidates is established, the screening process begins. This includes reviewing resumes for relevant experience, skills, and qualifications. A quick, initial phone call can also help assess communication skills and confirm key details.

2. Candidate Engagement

Once a candidate has been screened, it's crucial to build rapport. Be transparent about the role, the company culture, and the interview process. Active listening is key—understand their career goals, motivations, and any concerns they might have. This helps ensure a good fit for both the candidate and the client. Maintain consistent communication and provide timely updates to keep them engaged.

3. Interview Preparation

Set up interviews between the candidate and the client. Before the interview, you should:

Brief the candidate: Provide them with the interviewer's name, title, and background.
Share key information: Give them details about the company's recent news, products, and a general overview of the team they would be joining.
Discuss potential questions: Help them prepare for common behavioral questions and suggest insightful questions they can ask the interviewer.
Confirm logistics: Make sure they have the correct time, location, or video conference link.

4. Post-Interview Follow-Up

Follow up with both the candidate and the client immediately after the interview. Gather feedback from the client on the candidate's performance and suitability. Get the candidate's impressions of the company and the role. This feedback loop is essential for a successful placement and can help you identify any potential red flags or areas of concern.

Recruitment Agency Workflow and Best Practices