You’re moving at a million miles per hour and of course you know you need the right people or won’t be able to continue. So how do you keep up with your growing company’s talent needs, while still keeping up with all your other responsibilities?
One of the most common challenges among growth businesses is finding talent. No news there. In most cases, organizations at this stage do not have an internal recruiter or team dedicated to hiring. Without a team that knows your business inside and out, the standard recruitment-to-onboarding process can take months and require significant man-hours that you just don’t have. As much as we would like to reduce that timeline, speeding up the process and hiring the wrong person can be devastating. When it comes to hiring, it’s better to be safe than swift. So where is that balance and how do you achieve it?
If you find yourself consistently missing out on top talent, it is likely indicative of a wider series of problems in your organization or recruitment process. There’s usually a reason that quality hires aren’t choosing your organization, or you’re hiring the wrong people and it often comes down to variables within your control.
1. Failing to plan your requirements and strategy.
Trying to fill a job without a plan or a clear job description is a bit like trying to hit a target in the dark. It takes a deliberate strategy and a clear set of requirements to identify, attract, screen, and close the best talent for a given position.
2. Poor employer branding.
The best candidates will have a many options to weigh during their job search. One way to ensure that you don’t make the shortlist is to have poor employer branding, or an unclear message about what your benefits are to the applicant.
3. Not being diligent enough.
A thorough recruitment process usually means pre-screening, screening, interviewing, shortlisting, and performing background checks on each of your chosen candidates. It’s a deliberate process that requires diligence and commitment to a system. Failing to do your due diligence can lead to taking a pass on qualified candidates or choosing someone who isn’t actually set up for success.
4. Providing a poor interview experience.
83% of applicants agree that a negative interview experience can change their mind about a company. It’s critical that each person you interview is shown the respect they deserve, and that your process is fair and thorough enough to help you make an informed decision. Being unprepared for an interview, or using the wrong techniques, is a great way to lose out on top talent.
5. Being too picky.
On the other hand, being too rigid with your requirements is equally problematic. There’s no such thing as the “perfect” candidate. So, it will be necessary for you to establish what job requirements are “must haves” versus “nice to haves” so that you don’t reject an otherwise solid candidate.
6. Taking too long to pull the trigger.
As mentioned earlier, the best candidates are often off the market within 10 days of starting their job search. That means you need to be fast on your feet, and ready to expedite the recruitment and offer process if a top candidate hits “Apply”.