Protracted hiring procedures can let top picks get away

David Peterson

Published: June 29, 2012 6:00 am ET

Welcome to the new world in hiring. Today, there’s a need for speed in your hiring practices and in order to keep pace, your company must be fast-moving, flexible and nimble.

The main reason for speed hiring? In-demand talent doesn’t wait. Companies are beginning to realize that top performers lose interest if their hiring process is too slow and drawn out. One leading and well-known tech company, Intel Corp., is currently making the necessary adjustments. According to CNN Money, April 30, Intel recently started to hire for some jobs in a week instead of the many weeks it used to take. It now recognizes that to snag top talent, employers must act quickly.

To that point, my team and I recently accepted a search assignment from a multimillion-dollar global manufacturer of plastics machinery to find a regional sales manager.

We presented three very qualified candidates. The company selected one to pursue and began a monthlong hiring process that included telephone interviews, face-to-face interviews and a personality assessment. In addition, it was standard operating procedure for candidates to meet the company president prior to being hired. Unfortunately, the president was traveling internationally and our candidate was asked to wait another two weeks before meeting him.

After 10 days and being tired of waiting, our candidate informed us that he received a solid offer from a competitor and accepted it. By now, the other candidates we initially presented had moved on as well. Our search had to start over again and it took another 45 days to fill this key position. Every day this position remained open cost the company time and money.

With this in mind, here are five tips to speed up your hiring process:

* Use your internal network. Start by posting the open position in-house and give your employees who may want to make a move or change jobs a chance to apply. You will reduce time by identifying candidates already within your organization who are top performers and already fit the company culture.

* Write a clear job description. While this might seem like common sense, many organizations do not clearly specify required competencies — skills, motivations, behaviors, etc. — for the job at hand. Every hiring manager needs to take time to put some real thought into creating the job description. An accurate description will help to identify qualified candidates from the start and yield a faster hiring process.

* Streamline steps in your hiring process. Eliminate unnecessary screening and multiple rounds of interviewing. In fact, schedule a block of interviewing time and have the required personnel and hiring managers schedule their time within the block. This will avoid having to bring the candidate back for additional interviews.

* Utilize technology advances. To accelerate your search process, allow job seekers to use video interviewing to provide a more comprehensive profile of themselves beyond the traditional resume. For hiring managers, this is both efficient and collaborative, and enables them to gain a truer sense of the individual before inviting them to interview in person.

* Use a recruiting firm to help fill those urgent and critical positions. Reputable recruiters find that “needle in the haystack” by having networks and resources in place to find the passive candidate. In addition, they go far beyond the customary process of finding candidates and typically present three to five pre-qualified candidates, saving you the time of filtering through job boards and piles of resumes.

Implementing a speed-in-hiring strategy will decrease the cycle time for making a hiring decision and improve your chances of landing your candidate of choice. In addition, you will edge out your competition. You will have already hired your candidate before your competition even has had time to entice them.

Peterson is managing partner at Direct Recruiters Inc. of Cleveland.


Comments

Protracted hiring procedures can let top picks get away

David Peterson

Published: June 29, 2012 6:00 am ET

Post Your Comments


Back to story

Market Reports

Thermoformed Packaging 2014 Market Review & Outlook North America

This in-depth report provides analysis and discussions of economic and political conditions, market trends, legislative/regulatory activity impacting supply and demand, business opportunities and threats, materials pricing, manufacturing technology, as well as strategies being implemented by thermoformed packaging companies. In addition, there are reviews of 25 leading thermoformers in the packaging segment, assessing their growth initiatives and performance metrics over 10 years.

Learn more

Automotive Market Review and Outlook 2014 The Americas

This 75-page report features in-depth analysis of the automotive industry for the Americas. It includes discussions of market trends, legislative/regulatory activity impacting production and threats as well as design strategies being implemented by the major automakers. Detailed charts and data tables outline North American automotive production over the last five years.

Learn more

Plastics Building & Construction Market Review and Outlook 2014 with MS Excel chart data

This report provides in-depth analysis of the plastic building and construction market for North America, including discussions of trends, opportunities, threats and the latest developments in construction trends that impact plastics processors.

Learn more

Upcoming Plastics News Events

May 6, 2014 - May 8, 2014Plastics in Medical Devices 2014

May 12, 2014 - May 12, 2014Plastics News Brazil Pharma Summit

September 10, 2014 - September 12, 2014Plastics Caps & Closures 2014

February 3, 2015 - February 7, 2015Plastics News Executive Forum 2015

More Events