The amount of time that good candidates are on the
\nmarket is shorter than it has ever been.<\/p>\n
The number of good candidates that are on the
\nmarket is fewer than it has been in ten years.<\/p>\n
The money you paid two years ago or even one year ago
\nwon\u2019t get you the kind of candidate you really want.<\/p>\n
Candidates are not as prone to \u201cfill out your online application\u201das they used to be.<\/p>\n
Candidates won\u2019t talk to your 22 year old corporate recruiter
\nwhose job it is to screen them.<\/p>\n
Candidates are not going to go to your \u201ctracking portal\u201d to
\napply for your job.<\/p>\n
Candidates don\u2019t want to talk to anyone but YOU . . . the
\nhiring authority . . . WHY? . . . Because the people who are also
\ntrying to hire this candidate are also having their managers
\ntalk with them directly.<\/p>\n
The candidate you prefer is likely being considered by at
\nleast three other organizations . . . he or she has many choices.
\nIf you tell a candidate that you\u2019re going to get back to them
\nby a certain time, you had best do it . . . a year or so ago good
\ncandidates had to \u201clive\u201d with being treated poorly . . . they
\ndon\u2019t have to put up with that any more . . . they have too many
\nchoices. Your competition is \u201ccourting\u201d them heavily.<\/p>\n
A \u201clowball \u201coffer is likely to be rejected.<\/p>\n
\u201cMeeting the team . . . just so you can get a feel for our company.\u201d
\nThe REAL TRUTH is: \u201cSo they can possibly eliminate
\nyou as competition.\u201d This request will be ignored or outright
\nrefused by many candidates . . . The majority of the time they
\nare employed and are getting so many \u201cREAL\u201d interviews, they
\ndon\u2019t need or take the time for team meetings.<\/p>\n
Candidates are more likely to receive counteroffers than
\nthey ever have in the past.<\/p>\n
Candidates may not have an updated resume . . . in this
\nmarket, they may not need one . . . please don\u2019t recite the mantra
\nof \u201cWell if they\u2019re serious about looking for a job they\u2019ll
\nhave a new resume\u201d . . . their \u201cseriousness\u201d simply depends on
\nwhether your opportunity allows them to better themselves.<\/p>\n
Assume that if you\u2019re going to make a candidate an offer, so
\nwill two other organizations.<\/p>\n
Candidates won\u2019t tolerate the \u201cnine person interviewing process
\nthat we have to use in order to be careful and hire the right
\nperson\u201d . . . they don\u2019t have to put up with this anymore . . . Your
\ncompetition is interviewing them no more than three times and
\nmaking them an offer . . . and doing it quickly!<\/p>\n
Candidates don\u2019t have to consider \u201ctemp-to-perm\u201d types of
\nopportunities . . . there are too many companies that are willing
\nto hire them permanently from the get-go. While you\u2019re
\ntrying to be \u201ccareful\u201d by hiring them \u201ctemp-to-perm,\u201d your
\ncompetitor is making a perceived long term commitment, with
\nbenefits that start immediately, etc.<\/p>\n
SELL YOUR JOB . . . Give candidates real good reasons
\nwhy they ought to be going to work for you . . . The idea that
\n\u201canyone would be lucky to work here\u201d just doesn\u2019t fly anymore.<\/p>\n
Treat every candidate as though they were being \u2018recruited\u2019
\n. . . happy with their job . . . with a number of suitors and
\nchoices.<\/p>\n
Your interviewing cycle needs to be short . . . anything
\nbeyond ten working days is a risk . . . your competition is moving
\nfaster than that.<\/p>\n
Respectfully explain to your H.R. recruiting department
\nthat you need to streamline the usual hiring process. Their
\nwell-intentioned, protective compliance activities may be
\ncosting you top candidates. The HR Dept. may not understand
\nhow hard it is to find these folks, because they don\u2019t have sales
\nquotas to meet. No one in their department sees you doing the
\nwork of two people while you are trying to fill a vacancy . . .
\nthey\u2019re trying their best to follow procedures but it often costs
\nyou candidates.
\n.<\/p>\n
. . Also, talk to the candidate directly. If candidates have
\nto go through your H.R. department\/recruiter\/admin.\/office
\nmanager\/screener, etc., they don\u2019t feel loved and will be more
\nlikely to go to work for hiring managers who establish a personal
\nrapport with them.<\/p>\n
Please stop saying to candidates that \u201chiring is one of the
\nmost important things I do . . .\u201d then act like hiring them is not
\na high priority by not returning their calls, keeping in touch
\nwith them, postponing a decision, keeping them in the dark,
\ngoing \u2018silent\u2019 etc.<\/p>\n
Stop looking for \u201cMr. or Ms Perfect \u201c. . . the purple squirrel
\nwho doesn\u2019t really exist or, if they do, are happily employed
\nand making more money than you can afford . . . it will take
\nyou months to come to the conclusion that you\u2019re not going
\nto find this perfect person and you\u2019d best try to hire the best
\nathlete you can find . . . the person who has been a winner at
\nmost everything they\u2019ve ever done but, just not in the exact
\narea you are searching. In the time it takes to find Mr. or Ms
\nPerfect, you can hire one of these best athletes and train them.<\/p>\n
Try to avoid writing a wish list of \u201crequirements\u201d that
\nreflect your fear of hiring the wrong person . . .We got one of
\nthese lists recently and it had 32 items on it . . .the vice pres
\nident who sent it to us laughed, saying that he\u2019s not sure why
\nhe wrote all this stuff down and that even he didn\u2019t have\u00a0all of
\nthese requirements. He didn\u2019t know of anyone who did!<\/p>\n","protected":false},"excerpt":{"rendered":"
The amount of time that good candidates are on the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1,13],"tags":[],"yoast_head":"\n