So, it happened again. You lost the best candidate to the competition. You believed that you and your fellow decision-makers were being thorough. Vetting meticulously. And explaining the role clearly. You assumed that the candidate would wait for your return phone call and then jump at the opportunity, once offered.
You thought wrong…
Everyday, I speak to frustrated recruiters, who seethe with disgust at their failed staffing conquests. Here are the most common complaints… If you find yourself speaking these words, heed the advice below!
WE SHOULD HAVE NARROWED THE FIELD: Are you interviewing more than 4 qualified people for an open position? If so (and ESPECIALLY if you have already interviewed excellent talent) you are doing your company — and your career a huge disservice. “Overloaded with Options” will be a constant theme in your hiring strategy and you will never get the talent you need/want. If decision makers are fearful, unable or insecure about making bad hiring decisions, get sourcing and selection process training, FAST!
Furthermore, consensus-based hiring decisions can backfire when unanimous approval is required. So consider these question: Are decision-makers empowered to hire an exceptional candidate immediately? And if those conducting interviews do not have that authority, should they be part of this process? The answers to these questions may reveal pitfalls in your process.
WE SHOULD HAVE GONE FULL THROTTLE: Make no mistake, there is STILL a war going on for the very best talent. If you like an applicant, other companies like him/her, too! It’s the recruiter’s job to establish a strict, time-sensitive, structured hiring process. The recruiter should receive feedback/follow-up within 24 hours of an interview. And a goal date should be set for final decision. Recruiters can utilize automated systems with calendar tools and evaluation forms to simplify the process for all hiring managers involved.
WE SHOULD HAVE BEEN MORE AVAILABLE: Being over-booked, understaffed or out-of-town are just excuses for pushing off or breaking interview appointments. If the candidate must meet with several staff members, interviews should be scheduled back-to-back during one visit, whenever possible. And if all else fails, hey, it’s the 21st century! Every hiring manager should have access to a computer with Skype or ooVoo capabilities for virtual meetings. Or, at the very least, access to a phone for a phone interview. Candidates can not easily take off of work for multiple meetings. Don’t drag out the process…you’ll increase the chances of your top choices getting other offers.
WE SHOULD HAVE ACCURATELY DEFINED THE ROLE: There’s nothing worse than interviewing with 3 different people within an organization and hearing 3 different job descriptions. What a turn-off for the potential hire! After all, a confused, uncertain leadership is usually a tell-tale sign of corporate chaos. If you want the best candidates to walk away with a favorable opinion of your firm, it is vital that everyone involved in the hiring process sign off on the job responsibilities, reporting structure, interdepartmental functionality, etc., before posting a job description!
WE SHOULD HAVE SHOWN HIM/HER THE MONEY: With shrinking budgets and higher overhead, many corporations are bargain-hunting for talent. But hiring managers take note: The very best, highly skilled and experienced professionals know what they are worth and will not settle for less. If you believe that your firm is only as good as the quality of its employees, you must keep pace with salary trends and set competitive compensation benchmarks.
WE SHOULD HAVE SUNG THE PRAISES OF OUR FIRM: Every company has a unique set of attributes developed to attract potential employees. From the casual, laid-back culture to the corporate gym membership … from the lateral career opportunities to the company store discounts, speak truthfully but enthusiastically about what makes your working environment unique and enjoyable.
BOTTOM LINE: Target your best potential employees, respect their time, inform them accurately, communicate with them regularly and DON’T LET THE GOOD ONES GET AWAY!
Thanks in advance for your comments, below!