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Growing Partnerships
&

Propelling Futures

Growing Partnerships
&

Propelling Futures

Speed to Hire

 

Let’s chat, Speed to Hire!

 

Hiring processes in the United States have changed dramatically over the years. In the past, we were accustomed to seeing lengthy vetting and decision-making processes that often lasted months to “assure a good fit”. A “good fit” is always the goal, but it is important to make sure there is a real shot at landing quality candidates from day one – there is nothing worse than losing top talent due to process-related delays. We have all been there. I’ve heard countless stories from clients about “the one that got away”- in most cases the reason the potential hire fell through was directly linked to the byproducts of an over-extensive hiring process.  Selling a candidate on your organization is an important part of the process. That candidate thinks and acts on feelings and emotions that may change rapidly – simply put, if the process takes too long, they can decide that they are no longer interested.

 

Today’s job market is tighter than ever; qualified candidates are in high demand and everyone knows it. Let’s put ourselves in the shoes of an experienced candidate who is contemplating leaving their long-time employer. They are looking for something new, exciting, fast-paced, but they may also be feeling conflicted about leaving coworkers, friends, and the familiar behind. Their reasons for seeking alternate opportunities vary greatly. When looking into an active candidate’s primary motivators, some of the most common pain points our team runs into are fulfillment issues, corporate red tape impacting their day to day responsibilities, and internal leadership transitions or misalignment.

 

All these reasons have a commonality – speed and efficiency. While speed and efficiency are not synonyms, they are directly correlated. In a candidate’s market, if you are trying to attract a candidate who is leaving due to efficiency issues, your organization must prove you’re different. The interview may be the candidate’s first interaction with your company. That means your organization needs to be efficient and concise – which is often understood as FAST. Interviews today go both ways. Candidates now have the luxury to determine if you and your team are a better fit for them than their current employer, let alone the other 3 competitors courting them.

In short, increasing your Speed to Hire will directly impact the quality of your hires.

Written by Trevor Morrison