Monday, April 21, 2014
Timing is everything in landing a desired candidate. Often, when we first visit with a passive candidate they have not thought about making a career move. We submit them to a corporate client for an opening and disclose that they are not actively looking, but are interested in this opportunity.
It is typical once a candidate starts thinking about a change, they become more open and will entertain multiple options. Passive candidates frequently tell us within a week that they have been approached about additional opportunities they are also going to consider.
Momentum is critical. Once there is a screening interview the progressive steps in selection should follow in relatively quick timeframes. A week between steps is ideal. We work with employers who go from the first screening interview to extending an offer in a two week timeframe even when there is relocation. We have other clients who take 6 months. The employers who execute the hiring process in shorter timeframes lose fewer candidates.
We see delays due to: Challenges getting schedules to work out for the pending onsite interview. Difficutly getting feedback in a timely manner from those involved in the candidate selection. Waiting to view additional candidates prior to taking next steps. Lack of agreement on the open role or a candidate's attributes. It is important to remember that these candidates can be approached by your competitors at any time and presented with other career options. We have also had candidates earn promotions in their current role while in a drawn out interview process and decide to stay where they are.
Even without other options we have seen candidates decide not to proceed when there are long delays between steps in the interview process. The candidates sometimes perceive the delay as lack of interest or lack of organization. The initial excitement they experience about the opportunity settles down and staying where they are at can seem more stable and secure.
Have you ever lost a candidate due to timing? How long does a hire take for your team from candidate identification to extending an offer. Can the timing/process be improved?
If you need additional resources building your team contact me at firstname.lastname@example.org .
Monday, April 7, 2014
Have you ever worked with someone who resigned from their job, gave two weeks’ notice and completely checked out for that two weeks?
Your performance in the time between your resignation and the last day you work are as critical (maybe more) to your professional reputation than any other week of work.
Once you resign there is heightened visibility on you as an employee. Don’t forget for a minute that the people you are leaving behind for now may be colleagues, direct reports or hiring managers at future employers. They may be approached for networking references. It is important to continue your commitment, focus and work ethic through your last day. Make sure that your business is in order for the person who will take your place and that your performance is something to be proud of as you prepare for the next chapter in your career.
Have you ever worked with someone who had a radical change in performance after resigining? How likely are you to recommend them for future roles?