Ensuring a Hiring Process Attracts Great Candidates

(DGIwire) – Hiring managers know full well the impact of a bad hire. As a result, it’s only natural for them to want to take their time when identifying potential employees. But by drawing out the hiring process, companies run the risk of missing out on first-choice candidates.

“In a candidate-driven market, time is of the essence,” says Rebecca Cenni-Leventhal, founder and president of Atrium, a staffing and contingent workforce solutions firm. “Companies don’t want a good candidate to lose interest—and this is especially true on those occasions when unexpected delays arise in the course of a search for a candidate, during which the companies’ outreach efforts may be temporarily halted.”

According to a recent blog posted on Atrium’s website, here are three strategies to use so a company doesn’t lose great candidates:

  • Set a strict timeline. Of course companies want to find the right person, and there’s no clear way to know how long that will take. But going into a process without an actual hire date in mind leaves too much wiggle room. If companies adopt the notion that there might be something better if they just hold out a little longer, there’s no end to the process. Don’t let perfect be the enemy of great. Great candidatescan turn into the perfect employee once they’ve been given the chance. Companies have to ask themselves if they’re willing to lose the great candidates they’ve found for a chance at finding what they think might be better. Rather than leaving a timeline open until the perfect candidate appears, set a “hire-by” date for the role and try to stick as close to that timeframe as possible.
  • Have a consistent process. Keeping the interviewprocess consistent will ensure it remains efficient. Clearly outline who should meet candidates for a particular role before the process gets started. If the process includes the candidate meeting a long list of people, try scheduling multiple interviews in one day, or even having the candidate meet more than one person at the same time. This isn’t to say that the candidate should only come to the office once. However, many candidates have full-time jobs. It’s important that a hiring process is respectful of the candidates’ time constraints. Excessively long, drawn-out interview processes that transmit a sense of disorganization leave a lot to be desired.
  • Clearly communicate with candidates. With so many applicants at various stages of the interview process and with multiple jobs to fill, following-up with candidates can easily take a great deal of a recruiter’s time. Clear communication of a timeline, hiring process and expectations of next steps are, however, essential to managing the candidate experience. It’s important to step into the shoes of the candidate. Not knowing if they are moving forward in the process, if they are no longer in the running or are just in a holding pattern until an executive comes back from vacation can cause unnecessary angst in even the most confident job seeker. A company’s hiring process doesn’t need to serve as a stressor for its candidates. If it’s going to be a few weeks before a move forward with the next steps, let them know.

“Why give candidates the opportunity to fall in love with another company? When a company and the candidate are on the same page, everyone feels better about the whole process,” Cenni-Leventhal

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