In previous Lucky Hunter articles, we have already talked about the first stages of recruiting - acquaintanceship and searching for candidates' stages. The next stage includes the final interview with the client, the construction and making an offer to the best candidates, or the adjustment of the search based on the feedback received.
Let's talk about this most important recruiting stage in our new article.
So, the final interview is an interview with the hiring manager of the client's company. Interviews can be conducted by both an in-house recruiter and CTO, and even the founder of the company.
Most often, the final interview is the second stage of selection (after the initial interview with the Lucky Hunter recruiter). Traditionally, after this stage, the employer makes a decision.
In rare cases, the final interview is preceded by a test assignment, but we have already told you that you should skip this stage, especially in light of the situation in the IT market.
In addition, we at Lucky Hunter try not to take job openings that include a test assignment stage. The exception is really unique vacancies, the presence of a test assignment in which is justified. If the interview between the candidate found by our Lucky Hunter team and the company representative was successful, the client builds an offer and sends it to the candidate.
During this period, we maintain active communication with the candidate and the client, inform the specialists about the company's readiness to offer the job, find out how interested the candidate is in the vacancy, and motivate the specialist to accept the offer.
Offer or continuation of the search
Most often, our and our client's efforts aimed at the candidate's motivation work excellently: the specialist accepts the offer, informs the current employer about the work change, refuses the counter-offer (which in 70% of cases takes place) and successfully gets a job in the client's company.
However, in some cases, we see a different picture: the candidate refuses our client's offer, as he or she has chosen another offer or accepted a counteroffer from the current employer.
If this happens, we learn about the reasons for the refusal, change the strategy for candidates' motivation, adjust the search and continue the painstaking work on vacancy filling.
At this stage, it's very important to determine bottlenecks in the selection process, discuss possible solutions with the client and successfully agree on new search strategies.
If the client and we are on the same page, the client pays heed to our recommendations and has a flexible approach to selection, and we, for our part, build the most effective recruitment strategies, we will fill the vacancy in 100% of cases and as a result, receive a long-awaited accepted offer.
Nevertheless, may we remind you: an accepted offer does not mean victory. Sometimes it happens that after the candidate accepted an offer from a company, a specialist eventually does not join the company's team. The reasons are different, but the most common today is the acceptance of a counteroffer from the current employer.
Therefore, the stage after the offer acceptance is one of the most exciting and requires a lot of patience and the ability to build a dialogue in such a way as to convince the candidate to eventually become part of our client's team.
We talked about how to present an offer so that the candidate successfully accepts it in one of our previous articles, read it ASAP. There are a lot of effective recommendations :)
And if you want to fill any IT vacancy, without headaches and unnecessary stress, contact Lucky Hunter. The first candidates are in 4 days!