How do you attract quality candidates-SHORT MARKET

quality candidates
Written by Emma Rhys

In today’s candidate-short market, there are more job openings than quality candidates. That means companies may lose out on potential employees during the hiring process. To attract quality talent, you must develop innovative methods. Follow these six tips to land high-quality candidates. Read on to learn more about each step of the interview process.

Follow these six tips to land high-quality candidates

  • Pre-Meeting
  • Meeting Invitation
  • First Meeting
  • In-between Meetings
  • Post-Meeting
  • Proposal Stage


The current candidate shortage has made attracting quality applicants more difficult. You have to engage candidates in your application process and explain why the candidate should choose your company over others. Make sure to explain the role and culture of the company and the interview process to candidates, so they can differentiate themselves from their competitors. Also, remember to avoid the pressure of “selling” your company to a candidate during the interview.

After completing the interview, it’s important to act quickly. Candidates will assume that you’re not choosing them if you don’t respond promptly. But a quick decision will send the wrong message, and if they haven’t heard back within a few days, they may assume they’ve been rejected. That’s a huge mistake. Ultimately, you should always give candidates feedback.

In addition to providing constructive feedback, you should also provide candidates with a well-defined job description. An accurate job description will help them assess their suitability for the job. It can also help in the selection process. This will allow you to avoid candidates who may not be the right fit for the position. Moreover, you will be able to assess their compatibility with the role and the company culture.

Before the interview, make sure you have a clear idea of how to evaluate each candidate’s strengths. You can use a centralized system to keep notes and comments together. Creating a scorecard will allow you to get quick feedback on the candidates in no time. It will be consistent with the rest of the hiring team. This way, you’ll be able to compare each candidate to each other.

Meeting Invitation

An email sent inviting candidates to an interview should be personalized to include personal details. If possible, include reasons why a candidate is a good match. In addition to the details listed above, include dates and times for phone interviews. Copy a template of the invitation to customize it for the specific needs of your company. When sending an email, include a short bio and contact information.

To invite candidates to an interview, consider asking questions that will assess their qualifications and interest. For instance, a job applicant might seem like a perfect fit on paper, but on the other hand, he may not have the appropriate qualifications. A moderately attractive applicant may have better personal qualities than their appearance suggests. A preliminary phone interview will allow the HR department to select the best candidates for an in-person interview.

After scanning applications, the next step is sending an interview invitation. The invitation letter is not just an invitation to an interview; it’s a chance to win the candidate’s heart. Make the email personal by mentioning something positive about the candidate’s CV. Personalising the interview invitation makes the candidate feel that they’re valued and will be more likely to accept.

First Meeting

Attracting quality candidates in a candidate-short market can be tricky. The best way to retain candidates’ interest is to keep them engaged and tell them about the company’s culture and the benefits of working there. During the first interview, be sure to tell them how the interview process works and what they can expect in the job. If possible, schedule a pre-interview call to get to know the candidate a bit better. This will allow them to understand the role and culture of the company better, and differentiate themselves from competitors.

The first interview is a critical stage of the hiring process. You can narrow the field of candidates by conducting a phone interview, but nothing beats in-person interview. This is also a great time to ask questions that allow candidates to show what they are looking for in a job. During an interview, multiple people can give feedback on the candidate’s strengths and weaknesses, and if a candidate is willing to share that information during the interview, it will help you decide which candidates are best for your organization.

Make sure you create a job description that highlights the essential requirements of the position. Having a detailed description can help you attract the right candidate and reduce the waste of time. Make sure you include salary and benefits in the description, too. When the candidate does get an offer, they may assume that they weren’t selected. It’s also a good idea to include a link to your job posting so that they can follow up with you.

In-between Meetings

Getting a good candidate for your open position requires careful management of in-between interview time. It’s important not to lose the candidate’s interest but not to hound them. It’s crucial to strike a balance between making sure that the candidate feels considered and not hounded by a recruiting agent. Here are some tips to help you make the most of the time in between interviews.

Keep the timeline of your hiring process clear and transparent. Silence is a common killer of the candidate experience. If you don’t follow-up with candidates after a testing period, they’ll get nervous and start worrying about their chances. So, make sure to communicate a clear timeline and send out calendar invitations in advance. This eliminates the problem of time zone confusion and helps candidates book parking and meeting rooms.

Video interviews and telephonic interviews are fast and convenient ways to screen applicants. A good first impression can go a long way in attracting quality candidates. Use them sparingly, screen them against your job description, and remove candidates with irrelevant profiles. A video interview from a platform such as Jobsoid is an excellent way to streamline the initial screening process. Video interviews eliminate the need for phone calls and reduce the number of on-site interviews.


Companies must redouble efforts to make their corporate culture and values more visible to potential applicants. They must also determine the best way to communicate their corporate culture and values, and spread the good news as far and wide as possible. Companies must also understand the motivations of millennials, which often seek companies that offer comprehensive benefits and retirement plans. In addition to these factors, employers should consider the company’s overall culture to attract and retain quality talent.

After sifting through the applications, hiring managers must prepare for the interview. Unlike the conventional approach of simply sending out an invite to an interview, an invitation to an interview can be personalised. It should be customized and include something positive about the candidate’s CV. This will not only make the candidate feel special but will also make him more likely to accept your invitation.

Employers can use mainstream social media to source candidates. Popular job boards like LinkedIn are a great source for potential candidates. They can post job ads on these networks and engage with potential candidates through the comments section of these posts. If your organization doesn’t have a social media presence, it might be worth using an online job board such as Reddit to attract candidates.

Proposal Stage

In a candidate-short market, companies need to do more than meet job requirements. They need to gain an edge over their competitors by offering excellent benefits and incentives. The last year has seen an increase in demand for staff. The pandemic has also highlighted the importance of benefits. As a result, quality candidates have become more disciplined and structured in their search. Recruiting has become more difficult and competitive.

The quality candidates experience is one of the most important components of the recruiting process, and any business should avoid frustrating candidates. Consider investing in a modern applicant tracking system that will streamline communication and standardize reporting and workflow. It will also help you eliminate unqualified applicants and improve communication. Furthermore, the tool will help you streamline the application process by reducing time-wasting and communicating applicant status. After all, you want the best talent for your company.

About the author

Emma Rhys

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