Part of our job here at AllSearch is to serve as go-between for candidates and clients. Because of this, we’re able to see what is effective and ineffective throughout the hiring process for both job seekers and companies looking to make their next hire. Recently, I wrote a blog discussing Tips for Candidates entering the job market. Being that there are two sides to this equation, we also have a few tips for companies and hiring manager who are ready to start looking for top-notch candidates!
One important thing to keep in mind when reading through the topics below is that decisiveness will help with the speed at which you can hire. That is important because the best candidates will always have other options. As great as your job is, there are still other good ones out there. Often-times the candidates are torn between 2 or 3 opportunities and the company that can keep the process moving and get to the offer first, is the winner.
Here are 4 Hiring Tips that should help you avoid the common pitfalls that most hiring managers fall in to:
Tip #1: Know what you want AND what you would consider
Most every client we work with has a description for the perfect candidate for whatever role it is that they are trying to fill (i.e. 10 years of experience selling a competitor’s product, selling to the same clientele in the same market, doesn’t make more than “x” amount, and so on). That is fantastic! Also, it is unrealistic to believe that there are endless candidates to check all those boxes in every market. So, have a plan as to which details are non-negotiable and where you’d be willing to bend a little. As a side note, almost ALL the candidates that get hired, don’t check all the boxes!
Tip #2: Get everyone on the same page
It’s important that there is a strategy in place for everyone that will be involved in the hiring process. Develop a game plan for how you and your team will approach this. The process takes time away from the jobs of hiring managers, HR professionals and anyone else who is involved. Having an organized plan, and everyone on board with that plan, will minimize the overall time it takes to find the right fit. Too many times we see our clients stall out in the processes because there is poor communication amongst the individuals conducting interviews.
Tip #3: Have a firm compensation range and prepare to talk about it
Even if that range is broad, know the absolute max your company is willing and able to pay for this new employee. Compensation is often thought to be a topic that shouldn’t come up in the process until the end. This can lead to a massive waste of time for everyone involved! To eliminate this issue right away, our screening involves asking candidates what a compensation package needs to look like in-order-to consider making a job change. We then relay that information to our clients. All too often, however, offers are still made that aren’t remotely close to what the candidate needs to make. In these cases, it’s almost always because the compensation topic did not arise in the process. If the best you can offer is $25k less than what the candidate needs, moving forward will only lead to a delay in finding the RIGHT candidate.
#4: Be ready to make accommodations for interviews
Yes, this is the very same piece of advice we give candidates that are entering the job market and it’s just as important for hiring managers. A common reaction to this is “We are the ones hiring, the candidate should adjust their schedule to accommodate.” While I tend to agree with this, we come across plenty of examples of clients losing a top candidate to other offers because the hiring manager would not make any adjustments in their schedule. If, as a hiring manager, you have a perfect candidate that needs to sit down with you for one more interview, make it happen! Assume that candidate is interviewing with your competitors, because they probably are. So, the week you want to put off that interview means you could be competing against your perfect candidate rather than employing them.
As with anything in your business, the hiring process should start with a defined plan and then be executed. Putting candidates through the interview process in 3-5 weeks vs 3-5 months not only saves time and money, it ensures you are hiring the best candidates out there!
Written by Chad Zeigler, Sales & Management Recruiter, AllSearch Professional Staffing, Inc.
Please reach out to me anytime at email@example.com , always happy to help and advise!