How Zenopa Support your Talent Search During a Candidate Shortage

We are mindful of how challenging it may be for companies to fill open positions when operating in a candidate-short industry like Healthcare Communications.

Working Exclusively with Zenopa

As a client, one of the easiest ways to guarantee that your position is given priority over others is to work with a recruiter on an exclusive basis. In such instances, we collaborate to identify a timeframe in which we work exclusively on a job, during which both the client and the Zenopa recruiter fully dedicate themselves to the candidate project. If you have a short amount of time to find a new employee who will satisfy the requirements of your company and take the burden off your existing staff, this can be very helpful.

As a talent acquisition manager, interacting with only one recruiter gives you the opportunity to offer every candidate an in-depth overview of the role and appropriate feedback based on their CV and interview performance. Having Zenopa as your only point of contact also ensures you won’t be handed multiple of the same CV, and that those put forward are both a skill and culture match for your business, further reducing your workload. Zenopa specialises in recruiting for roles in sales, technical support, applications specialist, service engineers, marketing, management & directors in the Scientific, Medical Devices, Pharmaceutical, Physics, Chemistry, Laboratory, Consumer Healthcare, Animal Health, Dental and Healthcare Communications markets. Our specialist recruiters have the expertise to focus on identifying the ideal applicant for the position, and an exclusive partnership gives them the time to guarantee above standard quality.

At Zenopa, we also offer a ‘retained search’ service for our Executive roles where you can pay a portion upfront to receive enhanced services. Speak to a member of our Executive team to hear more about retained search and how it can benefit your talent search.
jamesm@zenopa.com
01494818017

Scheduling Interviews in Advance

Setting a date for the initial candidate meetings ahead of time, around a week after making the position available to recruiters, is another method to make sure your role is seen as one of high value, and that it may only be available for a short time. Often this can peak the attention of the candidate pool, as they won’t want to miss this unique and in- demand opportunity.
Often you will need to be given a specific number of CV’s before the interview can will be deemed a worthwhile pursuit, so being honest about this can help us focus on reaching that minimum in advance. Although, you need to be realistic about the number of candidates you are after and how long you give the recruiter so source them, especially if you are filling a niche position.

Providing an In-depth Brief

By providing an in-depth position briefing, you will help our recruiters recognize important aspects of your vacancy and what you’re seeking, which means we can find aligned candidate that match this and will be of higher value to your business, staying longer in the position, achieving return on investment for you.

During these briefings, we aim to discover as much as possible about the position you want us to fill. This goes beyond the job description, taking into account ideal experience, culture match, personal specification and more to find the most perfect candidate for your business.
You can also expect us to raise questions that you might not have even considered. This gives you the opportunity to fully break down the role and so we can pair it with the most qualified people.

Be Realistic About Fees

Another strategy to persuade recruiters to partner with you is to offer higher fees for positions that require immediate attention. For a lot of businesses, spending extra will make sure that an urgent job is filled fast, which means your business doesn’t suffer in the long term through a skill shortage. In some circumstances, having positions left vacant can seriously impact your company metrics, including not seeing a return on investment and falling behind on key targets.

Be Clear and Remove Barriers

The partnership among recruiters like Zenopa and your human resources department will be enhanced if interactions are simple and straightforward. Giving us access to the right contact within your business can save everyone time and reduce the communication chain, avoiding miscommunications and unnecessary delays.

Providing an opportunity to arrange initial informal talks with applicants who are a solid fit for the position but who are unsure about the organization or need some persuasion to change employment is another advantageous choice. In our post Covid world, it can be beneficial to implement pre Covid practices, for example suggesting an applicant has a casual chat or workplace tour in advance of their interview.

It would be wise to consider one of these solutions the next time you have trouble filling a position or find yourself struggling to navigate the challenges of a candidate short market.

Contact Zenopa today to fill your next vacancy!