You’ve done your due diligence, screened the applicants, and whittled the candidate pool to the best of the bunch. It’s an involved process that costs you, and your hiring staff, many hours in time. Now, you are ready to move the candidate to the final round and want everyone in the company to interview this person because they are the perfect fit for the role you have open.
Did you consider that candidate very well could be the perfect fit for the other companies he/she is interviewing with as well? And, if you don't pay attention to the timeline of your hiring process, you may miss out on your preferred candidate.
Recruiting processes can often be long and drawn out for a number of reasons:
- The Hiring Manager is on vacation
- The department head wants this person to meet a panel of their peers
- Scheduling conflicts
When interview processes take too long, companies lose out on the perfect candidate. Top candidates, just like hiring managers, receive 10-15 emails/calls from recruiters each week. If candidates have answered your emails and calls about a position with your company, odds are they have answered several that caught their eye.
With today’s fast paced technologically-savvy world, and with more and more millennial’s entering the work force, people want – and expect — information quickly. They also want things to move along in a timely manner. Companies with month- to two-month long interview processes will lose out on the best candidates.
By the time you are ready to bring the preferred candidate back for a third interview, your competitor has already extended them an offer. Studies have shown that interview processes with four or more interviewers is actually counter-productive, and tend to lean towards “group think” (a psychological phenomenon that occurs within a group of people, in which the desire for harmony or conformity in the group results in an incorrect or deviant decision-making outcome. Group members try to minimize conflict and reach a consensus decision without critical evaluation of alternative ideas or viewpoints, and by isolating themselves from outside influences.)
How can you prevent this from happening? There are several ways to keep you from missing out on great talent:
Technology is a great way to expedite your recruiting process. Let’s say you want this person to meet with a team member to make sure there is a good cultural fit, but the person is at a different office. There is an expansive list of technology, paid and free, where you can utilize video conferencing the interview from a remote location. This can eliminate a great amount of time, rather than waiting a week or two for the person to return to the office.
Take a step back and audit your talent acquisition process. Why is it taking so long? Who does the candidate actually need to meet in person? Companies with tenure often have a great recruitment process, but it drags on for a month or more. I am a firm believer in the rule “if it isn’t broke don’t fix it.” That doesn’t mean you can’t speed it up. I have personally audited a client’s recruitment process, and while not changing, but expediting their process, whittling it down from around six weeks, to about three weeks. Those few weeks saved can help attract and secure greater talent that will drive your company even further.
Third Party Staffing aka the necessary evil
Many people receive phone calls and emails repeatedly throughout the day from recruiters and recruiting sales professionals. Yes, we are the necessary evil. In third party staffing, six weeks seems like a year and a half. Third party is going to keep it closest to the dollar and they will push you to speed things along. They will learn who the candidates need to interview in the organization in order to expedite the process; but if you really need third party and your process is very long, odds are you won’t receive the amount of coverage your job requisition deserves.
To learn more about the Professional Staffing group and how our personal approach to staffing will help you make sure the candidate is the right fit the first time, call us at 440-449-6800. We’re ready to discuss our many offerings that will help you with your staffing needs, from technology through managed services, auditing your recruiting process and providing unique staffing solutions, the right candidate is within your reach.
For more information or other open positions available through our Professional Staffing group, call 440-449-6800, or leave us a message below.
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