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Why timing is crucial to securing your preferred candidate

Posted On September 30, 2021 

Good candidates are out there, but they are in short supply and hot demand. If you are hiring, don’t miss out on your preferred candidate. We have recently had an example where our Client nearly missed out on their preferred new hire because they delayed their recruitment process.


Let’s keep the ball rolling on recruitment, to ensure you and your business don’t miss out. If you can tick these four steps you are ready to attract, recruit and retain your next employee.


1 – Know the details for the vacancy

Confirm and clarify the needs of your business and prepare the documentation to attract prospective candidates.



You are ready to attract your new recruit when you can answer yes to the following:

  • Do you have a clear understanding of your business needs and the applicant you would like to attract for this position?
  • Do you have a job description prepared for the position? 
  • Is there other information regarding your business which you can share with prospective candidates? (Examples include company website & social media).
  • Are you in a position to start your recruitment process? Do you have approval to proceed with this position? 
  • Do you have clear timeframes for your recruitment?


2 - Availability to interview

Organising schedules for interviewing can be a challenge, particularly when there is more than one person on the interview panel. Here’s how to manage this:

1.   Confirm who will be involved in conducting the interviews (it may be one interview, a first and second or a combination of informal and formal).

2.   Confirm availability for all interviewees and decision makers. We recommend blocking out some time in the diary with key people in your business.


3 – Offer and Contract

Recently we had an example where our Client had a preferred candidate but delayed producing the Individual Employment Agreement. This candidate was in hot demand and was offered another role with another company who promptly produced an agreement. Without our talented recruiter’s involvement, our Client would have lost their preferred candidate.


When you are ready to offer – produce the documentation immediately and if there are any points in the agreement which require negotiation, seek to find an agreement as soon as possible. As recruiters we are experienced in negotiating agreeable outcomes for both Client and candidate.


4 – Induction and onboarding

Keep the candidate engaged, a normal notice period of four weeks is an opportunity to engage with your new employee. Maintain their motivation and enthusiasm by:

  • Briefing them on information they may need to provide (such as ideas for their staff profile), so they can hit the ground running on their first day,
  • Inviting them to meet key members of the team, or all the team.



PN Personnel understands the challenges faced by Clients when recruiting, it’s our knowledge and experience which can pave the way for a positive recruit. We support our Clients to set realistic recruitment timeframes and partner with you to ensure these are met. If there are delays in the process, we will communicate these immediately to smooth the way for a successful hire. If you require assistance with your next recruit, get in touch to learn how we can help.   

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