Hiring top talent isn’t something to be taken lightly or even done on a whim. There are many factors that to consider during the process as a whole such as: the job title, who is the hiring manager, what does the team structure look like, what skills are most important, when do you need them hired by, etc. Typically, the ‘when do you need them hired by’ is what dictates the timeline of the hire. However, there are other reasons to ensure that the hiring process is quick and efficient and those are:
- Productivity Loss: – All companies have goals that they are striving for and if a company is hiring for a position it means that the position is needed in order to achieve those goals. Meeting those goals cannot be realized while those significant positions are sitting unfilled because overall productivity is not firing on all expected cylinders. Ensuring that the interview process is quick an efficient, ensures that productivity is at its peak even sooner.
- Competition – Competition for top talent is thick. One keyway to keep top talent out of the company is by making the interviewing process too lengthy. If your company wants them, it’s fairly probable that so do your competitors. If they can get through the interviewing process is half the time, it’s likely that candidates won’t wait around and you’ll let them slip through your fingertips.
- First Impressions – If the process is too slow, unorganized or has a lack of urgency to it, it can give candidates the wrong impression. Candidates want to feel wanted and needed and feel like they are making a good decision to join a new company. They want to know that they are making a jump to a company that has it together. If their first impression is that you don’t, it may make them jump ship before you truly have a chance to bring them onboard.
Ensuring the process of finding, vetting and onboarding new talent is speedy and efficient is important to not only the bottom line but also in employee satisfaction. The first impression is key to getting off on the right foot and ultimately helping with employee retention.
For additional information, please email Chris Hillman or call (815) 261-4403 x 100