Many companies don’t realize that lengthy interviewing processes are no longer effective in today’s executive, managerial and professional job market. Read the information!

1. Is Your Quest for the Perfect
Candidate Hampering Your
Company’s Recruitment Goals?
November 1, 2013
VOLUME VIII ISSUE 11
Until a few years ago, prospective Google employees had to
endure a hiring process that could involve more than 10
interviews. The resulting length of the hiring process created
a time-intensive ordeal for hiring managers, causing the
company to frequently lose top talent to its competitors. Two
years ago Google overhauled its process and limited each
candidate to five interviews, recognizing that the longer
candidates are on hold, the more time they have to get
another job offer or accept a counteroffer.
While Google’s previous 10-interview process is atypical,
many companies employ a lengthy interviewing and hiring
process. Some organizations recruit in this manner because
of lingering practices developed during the recession when
companies focused on filling only the most vital roles,
incorporating lengthy interviewing processes to avoid
making hiring mistakes. Other employers simply argue that
their process has historically proven to be successful in
ensuring great hires within their organization. In either
scenario, these companies don’t realize that lengthy
interviewing processes are no longer effective in
today’s executive, managerial and professional job
market. In this space, which is largely candidate-driven and
where the talent pool is small, top candidates are being
courted by several companies and have many options at
their disposal. A prolonged search not only hampers
companies’ ability to recruit the best candidates, it also
keeps employers from seeing the potential of well-qualified
individuals who may be missing some of the job
requirements.
Submitted by: Jim Spellacy, CSAM
Management Recruiters of Cleveland-Southwest
>Experts in Global Search
(330) 273-4300 ext. 102
Jim@MRCSW.com
Call me to help you attract the impact player who can push
your team beyond your 2013 goals.
What is an impact player? Click Video
Romaine, president of MRINetwork. “Don’t focus only on
how closely they match your job description, but also
consider whether they can evolve into the current role and
beyond.”
MRINetwork recruiters typically offer the following advice to
companies trying to evaluate whether they should streamline
their hiring processes:
1.
Determine if your interviewing process is time-efficient
and considerate of candidates’ time. The best
candidates are typically employed and are interviewing
with multiple companies.
2.
Employers frequently look to recruiters to help them locate
talent that are a perfect match to job descriptions, however
the purpose of all new hires should be not only to match job
requirements but also to bring in people that have the
growth and leadership potential to help companies move
their businesses forward.
Review whether you struggle to hire your top picks or
if you are losing them to counteroffers, competition
and other job offers.
3.
“It’s important to learn to recognize potential in
candidates who can become ‘perfect’ employees
through guidance and leadership,” advises Rob
Keep the lines of communications open. Explain each
step of the interviewing process to the candidate up
front. Provide feedback within 24 hours of the
interview and explain next steps to keep them
engaged in the process.
4.
Consider what your interviewing process says about
your company culture and brand. A lengthy process
could give the impression that there is always a lot of
red tape with getting things accomplished or approved.
It can also give the wrong impression that you are no
longer interested in the candidate.
Adds Romaine, “The most successful companies realize
that recruitment is not about finding candidates that
perfectly match job descriptions.” “It is about matching
talent that has the experience, skills, maturity and cultural
fit to impact the company and lead it into the future. Most
job-related skills can be taught within three to six months,
but intelligence and leadership skills are something
candidates either have or they don’t. It is up to hiring
managers and highly-skilled recruiters to be able to
discern whether candidates have the potential to not only
fit into a given role, but also become strong leaders in the
company.”
The Bureau of Labor Statistics Report will be published on November 8
© 2013 Management Recruiters International, Inc. An Equal Opportunity Employer
th (Click)