How Would You Rate Your Hiring Process?

Thinkronization Newsletter March 2013

As we find ourselves at the end of the first quarter, it has been a busy time for hiring in IT.  Whether you are searching for a job or the perfect candidate, the hiring process can be a daunting one.  Searching for and selecting talent is time consuming and often the best candidates are in competitive situations with multiple offers.

The hiring process varies for each employer but what happens when your favorite candidate makes their way through the process and you are ready to offer them a job…..only to have them decline your offer for a variety of reasons …forcing you to start the process over again. Communication is extremely important during the hiring process.  When candidates feel the process is taking too long, the #1 outcome is they accept another opportunity.

So what’s broken in the process?  How can you avoid losing top talent in your hiring process?  A recent blog, 5 Reasons Companies Lose Top Talent in the Recruiting Process, highlights the reasons companies often loose top talent and need to start over.  Often times we are too focused on finding the right talent and not on what is inefficient in the process.

So what kind of process do you have?  When clients reach out to us to help with their resource needs, along with finding out what type of candidate they are looking for, we also classify their timelines.  There are 3 types of “shoppers” so to speak.

• Shopper “A” – Shopper A needs to hire good talent now, they have an immediate need and are looking for someone they can hire in a timely manner.  These are companies that have clearly identified their need, have a profile,  and are ready to execute.
• Shopper “B” - Shopper B knows they have a need in the future.  The need is not immediate and they may not even have a firm date but they know it will be in the next “x” weeks/months.  They are interested in knowing what type of talent will be available to fill their need in the desired timeline.
• Shopper “C” – Shopper C is a tire kicker so to speak. They know they will have a need in the future at some point….maybe…but nothing is certain and they are interested in seeing the type of talent that may potentially be available to them.  These shoppers often see talent they like but can expect their top choice will be gone.  These types of shoppers are typically in a budgeting cycle and want to get an idea of the type of talent they can expect and at what price.

The proper handling and execution of the hiring process is vital to companies.  When your process is slow or lacks communication you will have a difficult time finding the talent you are searching to hire in a timely manner.

Here are a few ideas on how one can improve their process: 

• Communicate.  When you first contact the candidate, set an expectation of the process, schedule, and when you would like to have someone hired.
• Don’t overdo it with the applications.  Candidates often get frustrated when they are asked to fill out a 4 page application, background check, and personality evaluation before they have even spoken to the hiring manager.  If the process is too time consuming upfront you may lose good candidates.
• Provide clear job descriptions.  Don’t waste your time or the time of your candidates with vague, confusing job descriptions.  Make it clear and easy for candidates to know if the position will be a good fit for them.
• When a candidate is not a fit, reject them in a timely manner.  One of the biggest frustrations with a job seeker is not knowing, almost 50% of those asked stated that they never receive a response from companies they have applied to.  Have the courtesy to respond to them even if you are not interested in their background.

While many of these suggestions are applicable for the full time hire, these suggestions can also be useful in your interaction with utilization of professional services organizations.

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