This is the fourth in a series of five articles in our "Common Hiring Mistakes" series. This series is the result of a brainstorming session that I attended with four other select recruiters from a variety of markets. We decided to document our discussions and share them in our newsletters.
 

You've decided to bring on a new person, written a realistic job description, determined the qualities you want in this person, and put together a great sales presentation to attract them. So what's next? Just do it!

Timely candidate acquisition will vary depending upon the nature of the position to be filled, so we'll focus on what needs to be done once you have candidate flow. It's often said among recruiters that "time kills all deals" and "anything that drags will get dirty." What we think is incidental might very well matter to the candidate. Remember, perception is reality. 

When you interviewed last, was the company and its decision makers timely and decisive or did the process seem to drag on forever?  People like companies where decisions are made in a timely manner. This prompts a couple of questions. Do you have an efficient and effective interview process, and second, is this process effectively communicated to all the participants, including the candidates? 

Each situation will vary from company to company and position to position. Candidate acquisition and the availability of interviewers are always variables and deviation usually translates into a lost hire. Some things to keep in mind when setting up your interview/hiring process include the following: 

If you have any specific questions regarding unique situations your company is experiencing, or if you have any difficulty after following your process for filling the position, please do not hesitate to contact us. We'll be happy to work with you in establishing an efficient process that will ensure success.