Wake UP! What Are You Waiting For?

One of the Biggest Mistakes You Make

You've heard this before. You are going to lose your best candidates because you can't move fast enough.

You have the ability to move faster. Why don't you do it?

Recruiting is critical to your organization. You are in a game to win the best people. You can't win the game unless your players are allowed to play.

The Recruiting Game - Are You Playing to Win?

Your recruiters must be able to act the part of a respected talent advisor.

If you think this isn't an issue in your company; think again. Are your recruiters 'allowed' to communicate with the executives throughout the process? Or, are they viewed as facilitators? Is it possible for your recruiters to ask the detailed questions that they need in order to understand the requirements? Are they given the authority to push things through, or do executive schedules get in the way? Do they have a voice? Can they make suggestions to streamline the process?

Your recruiters must know the market.

Do they know the market outside of your company bubble? The bubble that I refer to is the number of candidates that apply to a specific job. A thousand candidates! Oh aren't we special, we'll just drag these people along while we make a slow and agonozing decision.

Your recruiters must be programmed to win.

Who ever heard of walking the ball down the field? What happens when you do? You lose. While you are walking, other companies are running, and winning.

Your recruiters must provide salary feedback! You must trust them enough to listen.

Are you offering less than the market rate? If your offers are being rejected, or if the job been opened longer than 4 months, something is wrong. Unless you can put two and two together, you are wasting money. I have seen jobs opened for two years with no hire. If that's true for you, you've lost. "Oh, but Barb" you counter; "We have an interim candidate in the role." Lucky you, you are employing someone who isn't good enough to hire full time. What are you losing with such an arrangement?

You Snooze, You Lose

When selling your product, do you push for the sale, close the deal, bring in the revenue, or do you snooze through your sales process?

Why not do this: Reimagine your recruiting process. Turn it into a sales process, selling your opportunity to the highest players. Get it done, outclass your competition. If you aren't a nimble hirer, fix it. Be nimble, be fast. You'll win.

Don't Be Afraid to Shake it Up

Your recruiters are hired to bring in the best, most capable people. Train them like you train your sales staff. Train them to work fast and smart. Let them be creative with work arounds when schedules are tight. Listen to them. Ask why positions go unfilled. They know the reasons. If you treat them like facilitators, then you are encouraging low performance. Recruiting is sales, not facilitation.

About Barbara Goldman:

Barb works with corporate leadership, individual executives, and recruiting firms in transition. Change; whether hiring, firing, or restructuring is a high risk, high reward challenge for everyone. Turn your transition issues into an opportunity to win. [email protected]