Making recruitment appointments

Appointing

Getting this process right can require some careful logistics. Nobody wants to find out they were the back up candidate but equally it is sensible to have one.

This is also the phase where the negotiations start, candidates want to have information on salary and terms and conditions and other ‘stuff'. Be prepared for this and avoid getting into a negotiation - use your HR partner if you have one, if not be clear yourself where you are and where you are not flexible. Remember the process/experience will be critical to candidate's decision but equally you cannot just say yes to everything. Be prepared for a candidate wanting to come back in to meet people and have a look around.

Some Key Questions

• Who, what, how and when will you advise the successful candidate?
• What do you do about your back up candidate?

Recommended Practice

• Agree the terms and conditions in advance with HR
• Consider the timing carefully especially if you have an internal appointment and need to manage the back up candidates
• Consider giving a ‘respond by' date on your letter (to avoid having to chase things and impose one later). Candidates are sometimes juggling a number of offers and potential offers and you need to be clear about when you expect to hear so you are not kept waiting indefinitely. Clearly you can be flexible with this following discussion with the candidate but being clear up front makes this much easier