Whether it is the first question, or the last question asked by a client, everyone asks; “How long will it take to fill this role?”
And our response is always (with no gallows humor or disrespect intended), “It Depends”. And it normally depends on the following:
- How well thought out is the job description, as well as how directly the job description matches the actual day to day responsibilities. That may sound like common sense, but you would be surprised how often companies try and cram every technology they have ever touched into a single job description, and therefore unrealistically measure someone’s experience against their list of “touched technologies”.
- Does a defined interview process exist, combined with a way to capture and retain specific or important candidate information in which to accurately compare candidates, and not rely just on memory?
- Is there strong commitment to a timely resume review and interview process? Interviewing is important and hard work, and not an event normally performed on a weekly or daily process. It is an interruption to the normal business cycle. That fact must be acknowledged at the beginning of the recruiting process, with appropriate accommodations put in place, and not let an inefficient process hamper the recruiting outcome.
- Timely feedback is paramount. Poor feedback, lack of timely feedback, or vague / nonspecific feedback kills deals; and it does not reflect well on the hiring company. Like candidates, companies continue to build a professional image with each interaction. We have experienced situations (we wish there were more of these!) where a client rejected a good candidate for valid reasons, and the candidate was so impressed with the company they referred other qualified candidates for the same job.
- It goes without saying: Is the compensation and benefits package competitive? Everyone wants a good deal, and so do we when we purchase services or products. But do not expect to hire the best, or upgrade the quality of your technical staff with a below average compensation package. Money is rarely the #1 reason candidates change jobs, but a competitive compensation package is the price of admission just to stay in the race for good talent.
- Be realistic, but that does not mean settle for an under qualified candidate. Almost every study ever conducted on the primary reasons people change jobs, reveals a heavy influence by their perception of career growth and having a positive impact on the business (review prediction #5 on employee retention). If a firm expects someone to take a job doing almost identical duties as they currently perform, with limited perceived growth potential and for just a few dollars more, that approach rarely ends well.
VAR Staffing always suggests taking the “law of common sense” approach to recruiting and hiring. Put yourself in the place of a potential candidate; if the approach does not make sense from a candidate’s perspective while also simultaneously serving the company needs, it most likely will not produce the desired results.
VAR Staffing welcomes the opportunity to share best practices, and assist in upgrading the talent of your technical team. Call us at 972-996-0966, or send an email to Awilliamson@VARStaffing.com