People apply for more than one post at a time. All the posts offer similar salaries and terms and conditions. A streamlined recruitment process gives you a head start, if you interview and offer before the other recruiters have even drawn up their short list then you’re in the driving seat. Sure the candidate may say that the have another application on the go but I recommend you give them 24 hours to think about it and then let you know. You don’t want someone who is not sure they want the post they applied for. Especially if there was another candidate who was appointable .
In this market there are those who accept a post and then withdraw before their starting date because they have received a more attractive offer. Reduce the possibility by getting them started as soon as possible. Occasionally I have come across people who leave to take up another post whilst still on their probationary period. The implication is that they have continued to pursue another post having started work for you.
This is extremely irritating and expensive in recruitment costs to say nothing of the time invested. Best that you know what they are like now. Equally don’t be the type of organisation that is prepared to offer a post ,” No questions asked “ to some one leaving their current employer after such a short time. After all if its simply for a small increase in salary then whose to say in a few months they won’t jump ship again for more money! Of course they may have a legitimate reason for departing after such a short time such as the post didn’t turn out to be as advertised. But if that’s the case you would want to be assured they understand what the post you are offering involves.
You offer them the post at which point they wish to negotiate a higher salary. Talent is is in short supply and no one wants to have to start the recruitment process all over again but presumably you set the salary to reflect this. Unless you used a vague term in the advert such as , “ competitive salary “ then the individual has no right to assume they can ask for more. But it’s rarely that simple. The manager filling their vacancy feels they have got “the right person” for the job and will often actively support /advocate for a higher starting salary. HR will be concerned about any knock on effects for those already in post doing the same or job or one of similar value lodging regrading claims.
In such circumstances appointing managers are given very little discretion. However in other organisations where no one knows what anyone else earns and salaries are routinely negotiated as part of the annual appraisal process appointing managers may have considerable discretion. Either way it is important that the appointing manager, HR and Finance are all agreed in advance what scope the appointing manager has and any negotiations don’t hold up the appointment process. In my experience you want to complete this negotiation in the same telephone conversation as you are offering the job. If the negotiations extend beyond this you start to wonder whether you are making the right appointment.
A review of the recruitment process should look at speeding up individual elements. How quickly can you get an advert out? What is the minimum time for a closing date without reducing likely hood of attracting strong candidates? Build in the short listing and interviewing dates in advance don’t wait until you have seen the response to the advert. Take up references , verbal if necessary, before the interview so you can make a decision on the day and inform the successful candidate the same evening. The candidates will appreciate the speed and efficiency and the risk of the competition beating you to the punch will be reduced.
