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Are Delays Costing You The Best New Hires?

Are you losing good job candidates before you can put the offer in their hands? The best candidates usually have more than one iron in the fire and won’t wait around forever. Read on to see if you’re losing out by delaying too long in the hiring process.

The Hiring Process

The realization that you need to add to your current workforce using happens only when there is too much work and too few people to handle it. You need help, and you need it now.

You want to move quickly so you start the arduous process. You pass the request up your food chain and get the sign-off on the added budget. You talk to HR, explain the need and describe your ideal candidate. HR provides a job description and gives the go-ahead to speak with vendors. 

You’re ready to move – you tell your vendors you have a current open requisition for a system administrator or a DBA or a software developer. 

That’s when the recruiter’s preliminary work begins.

  • Numerous potential candidates who meet your requirements are contacted.
  • Candidates are usually sent a prescreen assessment based specifically on your needs.
  • Once prescreened, most recruiters will schedule a technical interview, with either an engineer or developer, to make sure only top candidates are sent to you. 

The recruiter sends you the resumes of the top candidates. You’re impressed with the options so you begin the interviewing process.

  • You select 7-10 candidates for an initial phone interview. 
  • You speak with each one for about 30 minutes over the phone. You may include your tech lead to make sure they can speak geek. 
  • Then, you narrow the talent pool to 5 candidates. 
  • You invite each candidate to meet with you, your tech lead and possibly HR. 
  • You further narrow the options down to 3 candidates.
  • You bring each of them in for a panel interview with your team.

Here’s where communication can begin to break down and send the perfect candidate into the arms of another perfect employer. After a final interview, many hiring mangers go radio silent.

You blame the recruiter. “How could you let her get away?”

The recruiter answers – “I emailed you, I called, I left messages, texts, LinkedIn messages, but heard nothing back from you. What do I tell the candidate about all the time they invested in trying to land your position?”

Job candidates — especially the good ones — put time and effort into a job search. They take time to apply, go through a prescreen interview, take a technical assessment test and take calls during lunch or after hours about their technical abilities. Good candidates don’t want to wait weeks for an answer; they have too many other opportunities.

Process Improvement

It comes down to one word: feedback. It seems to be getting harder to receive useful feedback about candidates. Maybe there is a legal reason, or possibly vendor management systems are to blame, but candidates deserve to be treated honestly and respectfully after completing the many steps to finding their next opportunity. 

When candidates contact recruiters about the status of their applications, recruiters are forced to give that same answer: “It’s still being reviewed by the hiring manager.”  After 2-3 weeks, good candidates usually begin to consider other options.

There are valid reasons why the hiring process is delayed – managers are busy, positions are put on temporary hold, your needs change. All your recruiter needs is feedback.

Is the top candidate still a contender? Should we encourage that candidate to hang on a little longer? Or, did the candidates not meet your expectations? Did we miss the mark on what you were expecting? Let us know — it will help us source better quality candidates for you in the future, and we’ll be able to provide an honest update to candidates.

Many times the story ends a month later when the hiring manager calls, ready to make an offer. Unfortunately that perfect candidate is now happily employed – somewhere else.

Tips to Remember

  • Give your recruiter solid feedback about the candidates.
  • Tell your recruiter when you’re not getting the caliber of candidates you expected.
  • If you’re truly interested in a candidate, tell the recruiter truthfully what’s causing the delay.
  • Stay in touch!

 

Posted by Chris Flatley at 10:41 AM
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