In today’s largely contactless times, senior level candidates, who are not necessarily looking at change, but have been persuaded to consider an opportunity, at every stage in the interview process, and especially at an offer and negotiation stage, seek a lot of information and reassurance, at speed. These could be published case studies, samples of work, compensation related breakups, taxation, levels of hierarchy, appraisal cycles etc. Search consultants must do whatever it takes, to make this available. Am talking about non-confidential information here. Absolutely no room for any delay. The candidate is to be treated like a revered guest. We want her/him. They are not looking for change, but are simply open to an opportunity. Candidate experience, like customer experience is paramount. Superior candidates are fastidious, not fussy. Detail oriented and not difficult. They bring excellence and want excellence. They are demanding (of themselves and of others) and therefore they are in demand. Companies need to recognise that even more in today’s world with almost everything happening in a non-human interface. And be ready with answers, and people with knowledge and communication capabilities to address candidate queries. With transparency and speed. Strong TA leaders are usually cognizant and well prepared. The rest, are prepared to fail.

The companies who excel in this, will win the war for talent in these times.