Monday, April 21, 2014

Momentum – Hiring Managers and Recruiting

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?
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