Thanks to the continued escalation of digital environments, the recruitment process has become increasingly impersonal for both candidates and recruiters, and Josh Cote believes that both sides can grow tiresome with current experience processes.

The MD of EA Worldwide Acquisitions – a leading outsourced sales and marketing firm based in London – argues that each side has differing ideas about best practice for the other, and a common ground needs to be struck. Josh Cote believes the most prevalent questions candidates want answering are ‘what would my day-to-day job be?’ and ‘which skill sets are employers willing/not willing to negotiate on?’ At face value these are not complicated questions, and an overcomplication of the process is where Josh Cote sees most of the problems arise.

Indeed, finding a job or a new employee these days is a high-touch, personal and interactive process – almost like dating – and overcomplicating the interaction is not always the most efficient approach to making a successful match. Attracting and engaging the best talent on the job market continues to become increasingly competitive, and because of this, exactly how recruiters and hiring teams design the candidate experience is finally being put under the microscope. In order to make better hires, EA Worldwide Acquisitions highlight 3 ways to impress potential candidates:

1) Make communication a priority

Josh Cote believes that job seekers and employers are both in agreement that job adverts can be very impersonal, and are often missing key information about what the role entails. This can be very frustrating to both applicants, and later employers down the line. Job seekers try to combat this by using and reshaping their CVs to promote who they are, what they offer and why they are the perfect match for the job – not always answering relevant questions to the actual job advert. Clearly a dialogue is missing, and Cote believes that employers should ensure that they provide all useful information in job advertisements to prevent miscommunication in future, streamlining the hiring process.

2) Tie up loose ends

Thanks to the progression of internet search engines and the wealth of online material, both the job seeker and employer are often very clued up on another before they’ve even met. Josh Cote believes it is right that employers leave no page unturned when researching candidates, but states that they must place extra emphasis on the communication process with their applicants. It’s ok to use technology when experiencing a high volume of candidates, but Cote warns against leaving applicants wondering.

3) Leave a lasting impression

A short application process that contains meaningful questions, along with proactively reaching out to candidates who have the required qualifications will actually yield a much better result. Don’t be shy, states Cote. Make the first move. It’ll leave a great impression and make the candidate feel confident. 

EA Worldwide Acquisitions is the UK’s leading outsourced sales and marketing firm. Led by successful entrepreneur Josh Cote, the firm takes care of its clients’ sales and marketing needs through highly effective face-to-face marketing campaigns that are managed by the firm’s sales contractors. In addition to providing their clients with a first class service, the firm helps prepare industry professionals for future success by sharing business management insights and leadership advice.