Create Jobs & Manage Key Data
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      3. Create Jobs & Manage Key Data

      Best Practice for Taking on a Job

      Key steps to ensure successful job placements.

      Contents

       

      Overview

      When taking on a new job vacancy, even with familiar clients, gathering detailed information is essential. A clear understanding of the role ensures you can effectively match candidates and answer their questions with confidence. It also builds trust with both the candidate and the client.

      Start with the basics, but do not stop there - dig deeper into job details to ensure you fully understand the position. This will help you better engage candidates, especially those who may be uncertain at first.

      Key areas to explore:

      • Duties & Responsibilities: Go beyond the job title. Ask probing questions such as:
        • “What else will they be doing?”
        • “Are there any additional responsibilities or tasks?”
          This allows you to paint a complete picture of the role.
      • Qualifications, Certifications & Compliance: Confirm any compliance requirements such as - specific credentials or certifications (e.g., DBS, Right to Work, licenses).
      • Hours & Location: Clarify the working schedule, location expectations, and remote/hybrid/flexible options, as flexibility is becoming the norm.

       

      The Candidate

      Understanding your client’s ideal candidate profile is critical to identifying strong matches quickly.

      Ask the following:

      • Essential vs. Desirable Skills: Help your client prioritise must-have experience versus "nice-to-haves" to avoid unrealistic expectations.
      • Standout Qualities: Determine what would impress them. This could be industry-specific experience, a particular background, or a unique skill set.
      • Proven Backgrounds: Learn what types of candidates have been successful in the past. Are there certain roles, industries, or companies where top hires have come from?

      The more tailored your search, the more value you bring to your client.

       

      The Company

      Matching a candidate to the right company is just as important as matching a company to the right candidate.

      Gather company-specific insights such as:

      • Reason for the Vacancy:
        • Is this a growth hire?
        • Is it a backfill or temporary cover?
        • Could it become permanent?
          This helps you present the opportunity in a way that aligns with the candidate’s goals.
      • Career Progression:
        • Are there growth opportunities?
        • Is the company invested in training and development?
      • Company Culture:
        • What sets the company apart?
        • Do they offer any unique rewards, values, or team dynamics?

      Providing this context makes candidates more likely to stay and thrive.

       

      The Process

      Understanding the hiring process sets expectations and helps you prioritise effectively.

      Discuss the following with your client:

      • Feedback Turnaround Time:
        Fast feedback is critical in a competitive market. Set clear expectations to avoid losing top candidates.
      • Interview Stages:
        Clarify the number of interviews there will be, who is involved, and what format (phone, video, face-to-face). Help candidates prepare accordingly.
      • Other Recruitment Methods:
        Are they working with other agencies or using internal recruiters? Knowing this helps you gauge urgency and exclusivity, allowing you to plan your time effectively.