Some clients don’t understand that a major impact on your recruiting success very much depends on the speed of your hiring process. It will improve your offer acceptance rates, strengthen your employer brand, improve the hiring manager’s professional success with vacancies quickly filled, allowing them to focus on business deliverables rather than finding the talent they need to deliver.
There is impact on costs of a slow hiring process – productivity, revenue generation, growth, higher workloads of other team members, low morale.
When candidates you need are in short supply, a candidate-centric approach is required because most of the candidates you seek already have a job. Why should they leave to join you? They hold the cards and you have to specifically design a process to be as seamless and pain-free as possible and covers off all of the candidates requirements in a new role.
They key point of this post is SPEED. We get to the point where we have nurtured the talent and got to a point where they are interested in the client, the role is right, the culture is right and would provide them the career advancement they are looking for. Great!
Now, the CV gets sent to the client….
Scenario 1 – I have seen candidates come to market on a Wednesday, submitted to a client the same day, interviewed on the Thursday and offered that same day. Are you that agile in your recruitment processes?
Scenario 2 – I have seen candidates that have waited to hear feedback for 2 weeks+ even before we get to interview.
As a candidate, which of these 2 experiences says to you that you should join that company? Which one says “Wow, they really want me”. It doesn’t matter if you are a big brand, your success in securing the talent you need won’t cut it if there is a long process or a slow process. You need to be agile and that’s where a lot of our smaller Scale-Up & SME clients are able to beat ‘bigger brands’ to the top talent.
Once a person ‘in-post’ commences into a hiring process, they will view the speed of the recruitment process as indicative of the decision making at the recruiting company. As in-post candidates tend to be more desirable they are unlikely to be on the job market for very long, once they have made a decision to seek new pastures. They are in the driving seat. The recruiting client needs to be employing a proactive recruitment strategy to seek out the talent they need.
“We’re quick to respond but we don’t get the candidates we need”
When candidates are in short supply for your recruiting needs, you require a superior recruitment service. The posting of jobs on job boards isn’t going to cut it as the volume of noise of competing adverts means your requirements get lost in a sea of like-for-like opportunities.
Using recruiters that are able to reach the active candidates market (they access around 13% of the candidate market) isn’t, in most cases, going to deliver you the top talent you need.
You need executive recruiters who know how to approach and sell candidates. Unfortunately most recruiters are application sorters who won’t be able to add value when you are approaching the passive employed candidates.
Accessing Employed Talent requires a trusting relationship with an executive search firm before these candidates will even consider applying for opportunities where a nurturing approach is required to build a pipeline to the top talent for you.