Faced with a hiring manager's tight timeline? Keep quality hires in focus while meeting deadlines with these strategies:
- Develop a talent pool. Always be recruiting to have a ready list of potential candidates.
- Streamline your process. Use technology for faster screening and interviews.
- Set realistic expectations. Communicate what’s achievable to align with the manager's needs.
How do you balance urgency and quality when hiring?
1. Build a talent pipline: identify key roles you frequently hire for and proactively source candidates through job boards, social media, and networking. Maintain relationships with passive talent by keeping in touch regularly. Additionally, leverage employee referrals to expand your pool of potential hires. 2. Use technology wisely 3. Manage expectations: Clear communication with hiring managers about realistic timelines is essential to ensure the focus remains on hiring the right person, create a hiring process with timeframe.
Hiring managers demanding quick hires is the most common request/demand that we encounter as recruiters. Trust and communication are essential. It's important to thoughtfully manage and find a balanced approach to meet business need without compromising quality and long-term fit. Here are some things to consider., Open Dialogue: Discuss the timeline and express concerns about accelerated processes. Realistic Timeline: Propose a balanced timeline that ensures quality hiring. Process Optimization: Explore ways to streamline without compromising quality. Collaborate: Clearly call out the help required and set the right timeline expectations.
It is suggested to have detailed call with stakeholders, as a recruiter make data your best friend here and deep dive into the same Positions / skill set you hired previously and fetch out points like average hire time , TAT from reach out to offer. Attach timelines for the average notice period in that geographical regions or targeted companies along with the interview process time it takes and then work on suggestions that how we can tweak the process or target at immediate joiners and agree to a mid way with realistic expectations. Explore the opportunities of increasing the number of recruiters , interviewers and reviewers for the role and etc.
Having an intake call with the hiring manager at the start of the process is key; it allows you to understand the urgency, managed expectations regarding your time line and use the opportunity to consider buy, borrow, lend scenarios which will help fill the role
My recommendation is to have yearly or quarterly hiring forecasts and prioritization of roles. This, along with the previously mentioned aspects such as intake, talent pool, collaboration, and communication, helps to effectively address the quick hiring demands of hiring managers. Forecasting and prioritizing enable both TA and hiring managers to prepare well in advance, ensuring the selection of the right talent within a short timeframe.