Not surprisingly, matching job candidates to the right client is just as difficult if not more difficult now that unemployment has risen and the ranks of job seekers have swollen. Many recruiters are faced with candidates who are desperately searching for a job (any job) and may end up taking a position because it's expedient not because it's a good long-term match for them. These types of candidates usually don't last, costing the company money and recruiters their reputation. One strategy that recruiters can use to increase the chances of making good job candidate/client matches is to have candidates rank their needs in order of importance, before they go on an interview with an employer and then have them rank those needs after the interview; but based on how well they think the company could fulfill those needs.
Here is a list of needs that all job candidates have:
- Type of work.
- Importance of work.
- Recognition for work.
- Career growth and advancement.
- Mentorship opportunities.
- Co-workers who are easy to get along with.
- Current Compensation.
- Benefits.
- Job security.
- Long-term compensation.
- Company culture.
- Company-sponsored learning opportunities.
- Work/life balance.
- Commute.
If your candidate believes that the company could fulfill most of their most important needs, you may have a good match. However, if your candidate ranks "current" compensation as their most important need you may have someone who is only looking at the short-term benefits of the job, which could spell trouble for you and your client.