You Snooze, You Lose: How to streamline your hiring process so you don’t lose out on top talent

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I am not a morning person.  My bed is really cozy, and I keep my house nice and cold at night, so when the first of my 4 alarms goes off at 5 a.m., I snooze so I can stay in my warm and cozy bed.  And each of my four alarms is set to snooze 5 times before it stops.  And depending on how cozy I am, I may snooze for an hour, relishing the quiet 5 minutes between alarms, until I finally turn on my morning Spotify mix and start my day.

It’s a silly ritual, I realize, but it’s my morning routine, and one I’m pretty Rainman-esque about.

Until Monday of this week.

I haven’t been going to the gym like I should.  Or at all.  And I’ve always got an excuse.  I usually blame my daughter’s busy schedule, or just being tired from life in general, but the bottom line is, I just don’t want to go.  I want the results from going to the gym, like we all do, without doing the work.

So Monday I changed the paradigm.  I set my alarm for 4:00 a.m.  I didn’t snooze.  I got up, dressed, and out the door for a 5 a.m. class, and was home by 6:20, showered, and at work by my normal time of 7 a.m.

And Monday was an incredibly productive day.  Things just seemed to go my way.  It was probably just coincidence, but I’ve committed to abandoning my snoozing habit on Monday, Wednesday and Friday and getting my morning workout in.  It’ll be my new Rainman-esque routine.

Certainly, snoozing has its benefits, and no one loves it more than I do, but if you really want to get things done personally or professionally, snoozing is not the way to go.

In this candidate-driven job market, clients who hit “snooze” on a hot job search are losing out on great talent.   Some companies are used to being able to select from a myriad of wonderful professionals itching to go to work for them, but the dynamic has changed, as dynamics always do.  The pendulum has shifted once again, and while professionals will still entertain conversations about great opportunities, companies that don’t have an efficient way of moving from initial conversation to offer will likely lose out to those companies that do.

The best way to avoid losing a great addition to your team due to hiring process delays is to do the following:

  1. CREATE A HIRING TIMELINE.
    • Identify when you want this person to start working for your company. Is there are big project that they need to be in place for?  Is someone retiring and time is needed for training before the changing of the guard?
    • Decide who in your company needs to weigh in on this decision, and take inventory of scheduling issues to determine how quickly necessary interviews and pre-hiring testing can take place.
    • Working backward, tentatively schedule necessary meetings with key team members so time is reserved on everyone’s busy calendars for hiring activities.
    • After your hiring timeline is created, you can share it with your hiring partners, either internally or externally.
    • Your talent acquisition partners will then be able to tailor their search efforts to your timeline, as well as be transparent with the professionals they connect with about the process.
  2. BE RESPONSIVE WITH YOUR FEEDBACK.
    • From a branding standpoint, you need to consider the message candidates in market are receiving from the length of time it takes your hiring team to share feedback with them.
    • Commit to provide feedback on candidate resumes, interview performance or other follow up questions during the hiring process within 24-48 hours.
    • If unexpected delays occur, communicate them promptly to candidates and/or your talent acquisition partners.
  3. MAKE A FAIR OFFER.
    • It is not the time to try to save a dime on a hire. That’s not to say you should just throw money at people, but you should discuss your offer with your talent acquisition partners to ensure it’s a fair one.
    • The cost of making a lowball offer in today’s candidate centric market is high: not only will you lose the interest of the professional you’re pursuing, you will have lost the time your team invested in the job search when the candidate declines and you have to restart your search, and your brand will suffer if the professionals in your space don’t think you appreciate the value of what your team members bring to the table.
    • Listen to experts in the industry about what it takes today to get the type of talent you really need to grow your business.

There are a lot of companies competing for the same talent in our industry right now, and while the hiring process alone will not guarantee that your company will win every head-to-head battle for talent, those companies committed to efficiency and transparency in their talent searches will win over the ones who aren’t.

If your company needs help restructuring your hiring process or connecting with the right professionals to add to your team, please don’t hesitate to reach out to us here at Joseph Chris Partners.