Have you ever lost out on the candidate of your dreams because of a salary negotiation, you couldn't get all stakeholders on board, or the candidate accepted another offer before making it through the final few steps?
According to the Society for Human Resource Management, it takes an average of 42 days to fill a given position. Are there any ways to get that average down? With a few key strategies, you'll be able to get through the interview and hiring process as efficiently as possible.
Hiring the right candidate can affect everything from company culture and team collaboration to company revenue and profits, so having a smooth process is key to success. Here's what to do to ensure you hire a quality candidate as quickly as possible:
1. Identify the need and create an accurate job description
In many organizations, it can be challenging to determine if you have all the right staff and skill sets to make a fully functional and efficient creative team. Consider using a resource like Cella Consulting to determine the headcount, project management tools and skill sets needed to make your team the best it can be.
Once you know what you need, make sure you have the approval to initiate a new hire in terms of adding headcount and having enough money in your budget. You don't want to go through the entire hiring process only to find out you actually can't hire the rockstar candidate you've identified.
To attract qualified candidates, compose an accurate job description. Formulating a concise and accurate job description isn't always easy, so collaborate with a staffing partner, someone in a similar role or another direct report to ensure you attract the right candidates. Be sure to include professional requirements, software proficiencies, soft skills, and any industry-related experience that may be helpful or required.
2. Collaborate with a staffing partner
A staffing partner is there to not only assist with the job description but they can also make recommendations on how to best position the role, i.e. is this position better suited as a full-time permanent hire or is it critical to have a longer evaluation period and go the temp-to-hire route?
For organizations that have had issues with turnover, choosing to engage in a temp-to-hire search may be more beneficial because you can choose the length of the evaluation period before ultimately hiring the candidate as a permanent member of your team. This provides some assurance that you will be making the right hire and that the candidate fits well with your team.
When working with a staffing agency, it's key to discuss the position you are hiring for directly with the recruiter who will be searching for qualified candidates. They will ask some questions about the role, culture of the company and team, industry-related experience and what is most important to you. By speaking directly with your recruiter, you will provide insights that will allow him or her to ignite their search on the right foot, which will in turn create an efficient search effort.
3. Share honest candidate feedback
Providing timely and honest feedback to your staffing partner is crucial especially if you are interested in hiring a candidate in less time than the national average. Letting your recruiter know what a candidate is lacking or what you'd like to see more of in a candidate profile is often more useful than positive feedback. The sooner the recruiter receives feedback the sooner they can tailor their search and present the most qualified talent.
For example, at The BOSS Group, they fill roles in an average of 12 days from the date the client calls in the need to the date the identified candidate has accepted the client's formal offer. How are they able to fill roles so quickly when, according to Jobvite, 65% of recruiters report that the biggest challenge in hiring is a shortage of talent? The BOSS Group has a robust talent network of creative candidates who are fully vetted which makes placing talent with the right skills and good culture fit easy.
4. Expedite the interview process
While your organization may have their policies about what the interview process must entail and which key team members need to meet with and sign off on candidates, if the interview process is too lengthy, there is a higher likelihood of losing out on good candidates.
Strong candidates are in high demand and often have multiple offers at a time. The most popular reason for offer rejection is accepting another offer (47% of the time, according to MRINetwork).
Try to keep the interview process to two rounds and make sure when scheduling interviews key decision makers are included and have the availability to meet with the prospective candidate.
5. Extend an offer the candidate can't resist
You don't want to lose a great candidate by insulting them with a lower offer than what they anticipated. The MRINetwork finds that the second most popular reason candidates reject an offer is because the pay is lower than expected.
The candidate will feel like they wasted their time interviewing and getting to this step, which in turn can tarnish your company's reputation. Plus, you'll have to start from scratch to fill the position, extending the length of the hiring process even further.
If you have gotten to the offer stage, the candidate must have demonstrated that they have the skills for the job. Good talent is worth investing in, and having the right people on your team leads to greater benefits like saved money overall, lower turnover, more time and many other advantages down the road.
Take the first step to improving your hiring process! Contact The BOSS Group today!