The amount of time that good candidates are on the
market is shorter than it has ever been.
The number of good candidates that are on the
market is fewer than it has been in ten years.
The money you paid two years ago or even one year ago
won’t get you the kind of candidate you really want.
Candidates are not as prone to “fill out your online application”as they used to be.
Candidates won’t talk to your 22 year old corporate recruiter
whose job it is to screen them.
Candidates are not going to go to your “tracking portal” to
apply for your job.
Candidates don’t want to talk to anyone but YOU . . . the
hiring authority . . . WHY? . . . Because the people who are also
trying to hire this candidate are also having their managers
talk with them directly.
The candidate you prefer is likely being considered by at
least three other organizations . . . he or she has many choices.
If you tell a candidate that you’re going to get back to them
by a certain time, you had best do it . . . a year or so ago good
candidates had to “live” with being treated poorly . . . they
don’t have to put up with that any more . . . they have too many
choices. Your competition is “courting” them heavily.
A “lowball “offer is likely to be rejected.
“Meeting the team . . . just so you can get a feel for our company.”
The REAL TRUTH is: “So they can possibly eliminate
you as competition.” This request will be ignored or outright
refused by many candidates . . . The majority of the time they
are employed and are getting so many “REAL” interviews, they
don’t need or take the time for team meetings.
Candidates are more likely to receive counteroffers than
they ever have in the past.
Candidates may not have an updated resume . . . in this
market, they may not need one . . . please don’t recite the mantra
of “Well if they’re serious about looking for a job they’ll
have a new resume” . . . their “seriousness” simply depends on
whether your opportunity allows them to better themselves.
Assume that if you’re going to make a candidate an offer, so
will two other organizations.
Candidates won’t tolerate the “nine person interviewing process
that we have to use in order to be careful and hire the right
person” . . . they don’t have to put up with this anymore . . . Your
competition is interviewing them no more than three times and
making them an offer . . . and doing it quickly!
Candidates don’t have to consider “temp-to-perm” types of
opportunities . . . there are too many companies that are willing
to hire them permanently from the get-go. While you’re
trying to be “careful” by hiring them “temp-to-perm,” your
competitor is making a perceived long term commitment, with
benefits that start immediately, etc.
SELL YOUR JOB . . . Give candidates real good reasons
why they ought to be going to work for you . . . The idea that
“anyone would be lucky to work here” just doesn’t fly anymore.
Treat every candidate as though they were being ‘recruited’
. . . happy with their job . . . with a number of suitors and
Your interviewing cycle needs to be short . . . anything
beyond ten working days is a risk . . . your competition is moving
faster than that.
Respectfully explain to your H.R. recruiting department
that you need to streamline the usual hiring process. Their
well-intentioned, protective compliance activities may be
costing you top candidates. The HR Dept. may not understand
how hard it is to find these folks, because they don’t have sales
quotas to meet. No one in their department sees you doing the
work of two people while you are trying to fill a vacancy . . .
they’re trying their best to follow procedures but it often costs
. . Also, talk to the candidate directly. If candidates have
to go through your H.R. department/recruiter/admin./office
manager/screener, etc., they don’t feel loved and will be more
likely to go to work for hiring managers who establish a personal
rapport with them.
Please stop saying to candidates that “hiring is one of the
most important things I do . . .” then act like hiring them is not
a high priority by not returning their calls, keeping in touch
with them, postponing a decision, keeping them in the dark,
going ‘silent’ etc.
Stop looking for “Mr. or Ms Perfect “. . . the purple squirrel
who doesn’t really exist or, if they do, are happily employed
and making more money than you can afford . . . it will take
you months to come to the conclusion that you’re not going
to find this perfect person and you’d best try to hire the best
athlete you can find . . . the person who has been a winner at
most everything they’ve ever done but, just not in the exact
area you are searching. In the time it takes to find Mr. or Ms
Perfect, you can hire one of these best athletes and train them.
Try to avoid writing a wish list of “requirements” that
reflect your fear of hiring the wrong person . . .We got one of
these lists recently and it had 32 items on it . . .the vice pres
ident who sent it to us laughed, saying that he’s not sure why
he wrote all this stuff down and that even he didn’t have all of
these requirements. He didn’t know of anyone who did!