We’ve all heard the advice, “Hire slow and fire fast.”
How much slower can it go with quality candidates so hard to identify and harder to pry from their current bosses?
Clients often say, “We want to take our time and get this right.” “Take time” does not mean you need to add more days from the start of the search to the date a person starts in the role.
“Slow” shouldn’t be thought of as a time frame. I would even say that one of the biggest mistakes that hiring managers make is to go too slow, on steps they control.
“Take time” means do all the steps you need to. The more touch points with a candidate, the more information you and the candidate gather about the viability of the match.
Colosi Associates adds speed and, importantly, objectivity to information gathering through the retained search process. Touch points could be email, phone, meetings on site, meetings off site, sharing articles, gathering information from the market place or on line etc. If the hiring company team’s total touch points are 5, we’ll be adding many times more to that number. We're highly confident of the decisions that result. The right recruiter will advise NOT to advance someone when necessary, even if you want to!
The often quoted “Fail fast” i.e. candidate elimination, definitely applies here. Like a product development process flow, you want to think about how to eliminate unsuitable candidates as early as possible. I’m not talking about glaringly unsuitable that take 30 seconds to pass through, but those where there are more subtle hints, that when added up could result in a bad hire.
“Unsuitable” doesn’t just include candidates who CAN’T do the job. It includes candidates who DON’T WANT to do the job after x amount of trying to entice them. The experienced recruiter knows when that x amount of time occurs. The latter is key in a tight candidate market.
You should rarely make an offer that isn’t accepted. You do control that; much more than you think.
I just read an interesting quote from Tim Ferriss’ Tools of Titans:
“Don’t set goals. Set up systems.”
These few words are the foundation for how to successfully make a hire, as quickly as you can, while also reducing the risk of a bad hire. What’s your system? A hundred things can go wrong. Write out each detail. Don’t be surprised if it’s pages long.
As a hiring manager, I knew there were many details in ensuring a successful hire. I was always aspirational, though, in thinking I had time to make sure ALL the details needed to carry out a “system” of hiring actually happened quickly, given stress on the team from vacant positions.
Consider engaging a very experienced recruiter to project manage the hire, even if you have a strong flow of candidates and don’t feel you need the recruiter for candidate sourcing. We’re happy to collaborate, even if you have internal resources to complete the entire search project on your own. Figure out your system. Accumulate information through many diverse touch points. “Slow” will hurt you in hiring A Players. Contact Colosi at firstname.lastname@example.org
Stay tuned for our next post on August 9: Does A Candidate Who CAN do the job actually WANT to do the Job? Part of your system must include an early determination of WANT to do the job.