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.
