Any hiring manager who has ‘lost’ the best candidate to another job opportunity will no doubt express frustration, disappointment and dwell on what else could have been done to keep the candidate engaged in their recruitment process. We often see scenarios and circumstances that are more likely to translate to this issue arising – how organisations plan for, and mitigate this risk, will therefore determine whether unwanted candidate drop-off occurs. In 2014, this is a key recruitment risk for businesses, although many don’t know it yet.
is your recruitment process geared up to ‘fast track’ key candidates?
So, how do you stay ahead of the curve this year and ensure the best candidates engage with your business? Consider these points and reflect on their impact, relevance and potential to improve your recruitment outcomes:
- Clearly define the purpose of the role. If you aren’t clear on this you may find yourself revising the position description as you discover your actual needs while interviewing candidates. Be clear on why you need the role filled, what the individual will be responsible for and how success will be measured.
- Ensure that you have agreement from all decision makers on the critical success factors, background required and other job/role fit elements.
- With all of the high profile major shutdowns and restructures, and our unemployment rate seemingly heading north, many may think that we are still experiencing a buyer’s market (eg. candidate oversupply). Does this lead your business to a false sense of complacency when recruiting a role?
- Is a matrix structure and/or dual reporting lines creating extra process steps (eg. 2 or 3 interviews) or process delays (obtaining feedback from multiple decision makers)?
- Are all steps in your recruitment process required for every position or required sequentially? Can you fast track a candidate by:
- Having key decision makers conduct a joint interview
- Conduct assessments earlier in the process
- Concurrently reference check whilst interviewing
- Is it timely to conduct refresher recruitment training for your managers?
- How flexible is your salary banding and what is your process to negotiate outside of this range for the ideal candidate – will it take too long?
Australia has commenced 2014 with greater political, economic and business clarity and certainty. Whilst decisions have been made that have significantly affected a number of employees across a range of industries, organisations generally have identified and committed to future pathways to success. New divisions are being created, leadership is being developed, and technology and infrastructure are being invested in.
People are, and will continue to be, the key point of differentiation for organisations – and many organisations have deliberately commenced this year with a sense of urgency about achieving success. Securing the right people to assist in achieving this success is fundamental.
An organisation’s recruitment strategy and processes need to address a range of factors to deliver the right people. Technology has (and continues) to have a remarkably positive impact on an organisation’s ability to recruit and in most cases this supports a faster recruitment process. However, given the increased urgency and decisiveness that many leading organisations are adopting, one of the most critical aspects to consider for 2014 is whether your recruitment process is geared up to ‘fast track’ key candidates and thus ensure the best talent is not lost to competitors.