There are often hurdles within the hiring process and some of them are unavoidable, but a slow hiring process is detrimental for everyone involved. In the worst cases it can frustrate candidates to the point of backing out. Experts at LinkedIn offer tips for hiring managers to help speed things up:
Don’t lowball candidates; good candidates know their worth and are probably entertaining other opportunities. If you get to the offer stage, and your candidate declines due to a low offer, starting from scratch could cost you much more in the long run.
Be realistic about your ideal candidate. Nobody will exactly match your wish list, so figure out your absolute must-haves, and be flexible on the rest. You may be passing up great candidates if you are too rigid.
Is your competition snapping up all the great talent? What are they doing differently to attract talent? Are they offering higher salaries, a great company culture, or better work-life balance? There are lessons to be learned from your rivals.
Remember that you are always recruiting, even when you’re not actively hiring. Don’t ever stop networking and building relationships with potential candidates. When you do need to hire, you’ll have fresh connections and a good idea of who might be right for your role. Remind your team that recruiting is a “team sport” and they should also be good ambassadors for your organization.
If you need help shaping your C-Suite or Senior Finance hiring strategy, or you’re ready to hire, get in touch with us! Email Paul, Brent, Troy, or Tara, or give us a call at 519-673-3463 or 416-847-0036.