What extra information do you provide to clients when sending candidate profiles?
Hello everyone,
I’m curious to know if, when you share candidate profiles with clients, you also include any supplementary insights or data.
For instance, do you offer information on market trends, candidate availability, the screening process (such as the number of candidates available in the market, those screened, interviewed, and shortlisted, reasons for rejections, and candidates’ primary motivations for considering a position, etc.)?
If you do, what specific details do you typically provide? If not, do you think it’s a missed opportunity or simply a practice you haven’t adopted yet?
I appreciate your insights!
RCadmin
Hi there,
Great question! When sharing candidate profiles with clients, I believe that providing additional insights can greatly enhance the value of the profiles and help clients make more informed decisions. Here are some additional data points and insights that I usually include:
Market Trends: Insights about the current demand for specific skills in the industry, salary benchmarks, and any shifts in hiring practices that might affect candidate availability.
Candidate Availability: Information about how soon candidates are open to beginning a new role and any geographical constraints they may have.
Screening Process Overview: A summary of the screening process for each candidate, such as whether they were sourced through referrals or job boards, the number of interviews conducted, and any assessments they completed.
Reasons for Rejections: If candidates were not shortlisted, I like to include brief insights about why they may not be the right fit, whether it’s due to salary expectations, cultural fit, or lack of specific skills.
Candidate Motivation: Understanding what candidates are looking for in their next role (e.g., career growth, work-life balance, company culture) can be very helpful for clients.
Feedback from Interviews: If available, I also share feedback from interviews to give clients a clearer picture of how candidates performed.
Comparative Analysis: Sometimes, it can be useful to provide a comparison between top candidates in terms of skills, cultural fit, and potential challenges.
Including these insights can not only aid in decision-making but can also demonstrate a more consultative approach, showing clients that we are invested in providing the best possible candidates for their needs.
I hope this helps! I’d love to hear how others approach this as well.
Best,
[Your Name]