The Process is broken…..

I have had a lot of conversations lately with both candidates and clients about the hiring process.  It appears to be broken.  In my mind there is no reason it should take more than a month to get someone hired! There is no reason interviews have gaps of weeks in between them! There is no reason feedback should take more than 24 hours  to be received !  The list goes on and on…and it is happening everyday.

Companies wonder why they are having a hard time finding talented people to fill their roles.  They assume that it is because the people are not out there.  Wrong Answer !!  The talent is there, they just have not been provided with the right motivation to move!

The post and pray method is still alive and well and it is making a mess of the hiring process. Companies posting generic job specs with a list of must haves and requirements instead of information about the company itself and why someone would want to come there and at least listen to what they have to say will bring no results.

Candidates want to be engaged, they want to know that you have their best interests at heart, they want to be a part of something meaningful, they want to be MOVED (emotionally not physically), they want to go to a place where there is passion, where there is innovation,where there is growth potential, where people will listen to what they have to say, where their opinions matter, where they will take part and where their work is going to have an impact both internally and externally.

Companies talk about how important it is to have great people on their teams, but yet can’t streamline the hiring process to get someone hired.  Time Kills All Deals.  If not the deal itself, in this case filling a key role, then the excitement for the role.  If the candidate loses excitement then he or she is not moving….especially the top performers…the ones who are never actively looking, but will move for something that jazz’s them up.  Put yourself in their shoes. Do you like to be kept waiting?  Do you think it is fair to tell someone who filling this role is a priority, and yet you can’t get feedback on an interview for days at a time.  In your mind is that really a priority?  I know in the candidates mind  they begin to wonder.  With wonder comes doubt.  With Doubt comes a lowered level of excitement. With a low excitement level comes a lack of interest.

I understand that people are busy, and that things happen but a phone call or an email conveying information or next steps in the process does not take a lot of time.  There is no excuse about why calls or emails inquiring about feedback are not being returned.  If filling the role truly is a priority than they are the first messages returned right ?

The other thing to keep in mind is that the true top performers have options.  Your company is not the only one interested in them…I promise you that.  You snooze you lose.  If you can’t find the time to move the process along and to keep someone engaged the you are not going to have them come to work for you.  They may have wanted to in the beginning, but you took to long and someone else has shown them how important they are to their organization.  They moved them quickly through the interview process.  They provided timely feedback.  They presented a compelling opportunity and they presented a compelling offer.  Those are the companies that win the “War For Talent“.

The most frustrating thing about all of this is that it is not rocket science.  It is pretty much common sense. The things that need to be done don’t take any extra effort or revolutionary changes in process or thought….all you have to do is BE SERIOUS !!  Companies don’t succeed without talented people inside them.  Finding, hiring, and keeping talented people is supposed to be the top priority on everyone’s list.  Everything else flows from that.  Recruiting is a focal point inside the organization, not an afterthought.  Hiring Managers need to realize they can’t have their cake and eat it to.  They can’t complain that they don’t have enough talented people  on their teams and make a mess of the process by not engaging in it.

The end game is this, if you want Great People then take the necessary steps to get them…..and if you are not willing to do that then it is obvious that you really don’t care about getting Great People.  There is no grey area here.  You either do or you don’t. Just Be Honest !

 

 

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