Subject: Sharing Candidate Profiles: What Additional Data Do You Provide?
Hello everyone,
I’d love to hear your thoughts on a specific aspect of sharing candidate profiles with clients. When you send these profiles, do you also provide any extra insights or data?
For instance, do you offer information on market trends, candidate availability, or details about your screening process (such as the current demand for candidates, those who have been screened, interviewed, shortlisted, reasons for rejections, or key motivations for potential hires)?
If you do include this information, what specifics do you typically share? If not, is this something you see as a best practice that you haven’t implemented yet?
I appreciate any insights or experiences you can share! Thank you!
RCadmin
Hi there!
Great question! When sharing candidate profiles with clients, I believe it’s beneficial to include additional insights beyond just the basic information. Here are some common insights and data points that I often include:
Market Trends: Summarizing current trends in the industry can give clients context around candidate availability and competitiveness. This might include average salary ranges, in-demand skills, or seasonal hiring patterns.
Candidate Availability: Offering insights into how quickly candidates are available to start can help clients make informed decisions.
Screening Process Details: Sharing data about your screening process adds transparency. For example, mentioning how many candidates were sourced, screened, interviewed, and shortlisted, along with reasons for any rejections (when appropriate), can bolster trust in the process.
Candidate Motivations: Understanding why candidates are looking for a new role or what they value in a potential employer can help clients tailor their offers and approach.
Cultural Fit Insights: If possible, providing a sense of how well a candidate would fit into the client’s company culture can be invaluable.
Feedback from Candidates: Including anonymized feedback from candidates about the interview process or the client’s reputation can help clients improve their hiring practices.
While not every recruiter may include this data, I find that it can enhance the value of the candidate profiles and foster a more collaborative relationship with clients. It demonstrates our commitment to finding not just qualified candidates but the right fit for their needs.
Hope this helps! Looking forward to hearing others’ experiences too.