1. Take note of the documentation we provide. In addition to the candidate's salary and notice period, it also states what the candidate is attracted to and what he or she is not attracted to. It is not very professional to say that you cannot afford their salary when it comes time to negotiate a contract (yes, it happens).
2. The first meeting is all about getting to know each other. If the candidate has been approached for the position, it is therefore particularly important that you explain who you are, what your objectives are and what you are looking for. Starting off a first meeting, with a candidate who has been contacted, like a homework quiz, is doomed to fail. Make it clear in the first meeting what your recruitment process looks like. How long is it in terms of time, how many meetings should the candidate expect. Do you use panel interviews, work samples etc.
3. Do not assume that your colleague who will meet the candidate in a possible second meeting will describe the role, the company or even your expectations in the same way. Ensure this and clearly communicate what you want to get out of the meeting. Ask yourself if you would have stuck with a recruitment process for eight weeks.
4. It is a candidate-driven market, so assume that your potential dream candidate has several options, such as staying with their current employer or going to work for your competitor. So, make sure you have a clear recruitment process, which runs at a reasonable pace. Nobody likes a lengthy process of meetings for meetings' sake.
5. Be respectful of each other's calendars.
6. Give feedback, even if it is just to say that you have nothing to say. Radio silence during a recruitment process leads to speculation by both parties.
7. Be honest and clear with your feedback. If during the process it turns out that you are not actually "right" for each other, it is not the end of the world. You have both saved each other time and money. However, don't be sloppy with the feedback. Honestly conveying that the cultural fit was just not there, is professional. However, saying nothing more than no thanks, after the candidate has invested their time, is unprofessional. Of course, we can also handle the feedbacking for you.
8. Stay in touch. Just because the timing turned out to be wrong now does not mean it won't be right in six months or a year.