Know what the candidates are looking for

The simple answer to know what candidates are looking for is a good pay and good workplace. Recruiters should be able to understand this and not just start throwing numbers at the candidates. A recruiter’s job becomes one of a recruitment councilor when he/she comes to know that the candidate they are talking to has many other parameters in mind apart from the pay rate.

When a candidate is looking for a job, he/she gives only 30 seconds to get impressed with the job proposal. The hiring market is heating up as time is running out. Multiple jobs are chasing a candidate which has increased their expectation level to chose from multiple options. They are increasingly asking for better benefits, 2-3 days/week remote work, higher responsibilities, and better work-life balance.

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Some candidates are brand conscious and have a thing in mind just to work with multi branded companies while some are not concerned about how big the organization is. Some candidates tend to reject offers just because the manager who interviewed him/her was not liked by them while some are ok with work environment if they are able to work on the technologies they want to.


Candidates which post resumes are hounded by recruiters day and night and good candidates are getting 1-2 positions on daily basis. Recruiters message them on LinkedIn, do headhunting, find their personal contact information, and screen their LinkedIn profiles. In such a scenario they are content with what comes their way, instead of going all out to find a job.

As a search firm, we like to focus on passive candidates who are not looking for jobs. Old candidates have found their way in our huge internal database. Candidates whose GitHub account is impressive, and they are authorities in the technologies they specialize on.

The following are the points that can help a recruiter close a good candidate:

  • Candidates having greater exposure to latest technologies and are up to date with the current market.
  • Candidates having greater benefit are more likely to be selected.
  • Communication plays a vital role and the strongest point while selecting the best candidate.
  • Candidates having enthusiasm and opportunity to grow are more likely to be perfect fit.
  • Candidate having a great knowledge and education level.
  • Ability to work partial remote
  • The work can maintain their clearance level

It is important to know and screen the candidates at the entry-level of recruiting process itself to build the best and most talented team.

Eximious Global assists businesses with recruitment process outsourcing, Contact Us Now.