
If people are everything to a business, why do companies suck at hiring?
Of course this is a generalization and not every company sucks at hiring but I see it all too often. Don’t get me wrong, hiring can be challenging but having a deliberate, disciplined, well-planned process is the key to success. Why? Just like anything in life, the more well thought out and disciplined you are the better the result. Let’s take for example a goal to get in shape or eat healthier. Without discipline and some sort of plan that can be executed and measured, it will be difficult to attain your goal. The same is true in the hiring process. As a professional recruiter, let me review a tried and true process that might help you NOT suck at hiring.
- Define what it is you’re looking for by developing a GREAT position profile that is promotional in nature and will attract great candidates. Start by promoting the company, its culture and why people like working there. Then get into the scope of the role, key competencies to be recruited, how the employee will be measured, etc.
- Develop a defined timeline to be followed. Folks, it should not take 6 or more months to recruit anyone!
- Develop a defined timeline to be followed. Folks, it should not take 6 or more months to recruit anyone!
- Conduct some market research to establish where you might find candidates who fit your profile as well as the market value for the job.
- Recruit – Once candidate(s) are identified, phone contact has been made and interest is established, begin to narrow down a short list of the most qualified candidates. Of course be sure to measure the candidates against the desired profile but also make sure you understand their motivations for considering a job change, their current compensation level and requirements, educational background, and any other issues that may complicate the recruitment process.
- Selection – Candidates at this stage should be fully vetted and meet the agreed definition plus an indication of the cultural fit. The preferred candidates are recommended to the selection committee and an interview format is agreed upon and conducted.
- Hire – Finally, identify the top two candidates and extend an offer to your first choice candidate. The offer should be attractive and commensurate with the level and scope of responsibility and certainly not under market. At this stage it is important to over communicate and condition the candidate to accept the offer, provide written notification to present employer of intent to leave and the decision is final to minimize the likelihood of a counter-offer.
So, the key to any successful recruiting process is a good, executable plan with a defined timeline. And please don’t think your work is now finished… the on-boarding process is just as critical. That’s a blog topic for yet another day. Best of luck!
Cornerstone Executive Search is a Kansas City based talent acquisition firm that helps great companies recruit great people. If we can help you with a specific recruiting need, please book a call with me HERE. For those in your network who may benefit from connecting with us, please share this post.