Slow hiring process impacts acquiring the best talent
Over the past six months, we have seen company's lose out on top tier impact players through their own cumbersome hiring processes. In the end, these companies end up with average new hires. Compound the slow hiring process with the advent of a serious shortage of top talent, then you have a very sticky problem for companies and their quest for hiring the best talent available. By the way, a book suggestion on the talent shortage that is and will continue to plaque us, go to your local bookstore and buy the book Impending Crisis by Roger E. Herman.
Just recently, one of our clients was tracking on that same slow, methodical process. Last Friday they interviewed a really terrific candidate who met their precise profile. After the interview our recruiter discussed the merits of the candidate with the hiring manager. In the course of the conversation the hiring manager told the recruiter that this candidate was perfect and they planned to take him through the normal process which would take two to three weeks. Our recruiter, aware that the candidate had multiple opportunities coming at him, advised the manager that the candidate would likely not be available in that timeframe. The hiring manager responded that they would have to take their chances. On Saturday, the management team gathered to discuss the situation and made the decision to accelerate the process. By Tuesday, they had another meeting with the candidate, and at the conclusion of the meeting, showed the candidate their desires by making an offer. Even though the candidate was in the final stage of another opportunity, he was so impressed with the decisiveness of the management team that he quickly accepted the offer.
Smart companies, desiring to hire the best and brightest, are recognizing the changing climate and are modifying their hiring processes.
Over the past six months, we have seen company's lose out on top tier impact players through their own cumbersome hiring processes. In the end, these companies end up with average new hires. Compound the slow hiring process with the advent of a serious shortage of top talent, then you have a very sticky problem for companies and their quest for hiring the best talent available. By the way, a book suggestion on the talent shortage that is and will continue to plaque us, go to your local bookstore and buy the book Impending Crisis by Roger E. Herman.
Just recently, one of our clients was tracking on that same slow, methodical process. Last Friday they interviewed a really terrific candidate who met their precise profile. After the interview our recruiter discussed the merits of the candidate with the hiring manager. In the course of the conversation the hiring manager told the recruiter that this candidate was perfect and they planned to take him through the normal process which would take two to three weeks. Our recruiter, aware that the candidate had multiple opportunities coming at him, advised the manager that the candidate would likely not be available in that timeframe. The hiring manager responded that they would have to take their chances. On Saturday, the management team gathered to discuss the situation and made the decision to accelerate the process. By Tuesday, they had another meeting with the candidate, and at the conclusion of the meeting, showed the candidate their desires by making an offer. Even though the candidate was in the final stage of another opportunity, he was so impressed with the decisiveness of the management team that he quickly accepted the offer.
Smart companies, desiring to hire the best and brightest, are recognizing the changing climate and are modifying their hiring processes.
posted by The Cromwell Group @ 5:31 AM
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