Have you ever been driving home after work with your mind wandering and not paying attention to anything around you and you suddenly end up in your driveway. It’s a scary feeling when you snap back to reality, realizing that your subconscious was on autopilot making every turn you’ve made so many times without having to think about it. There are so many different scenarios that could have disrupted my autopilot, turning this routine drive home into a complete disaster. A mind on autopilot can be a dangerous thing when operating a car, heavy equipment, or even an aircraft, and yet we are continually overtaken by the mundane repetitiveness and we allow it to happen.
Autopilot extends into many facets of our lives. We get set in a process that works and just coast. As I talk with clients about their hiring processes, I am shocked with how many companies rely on an automated hiring process to get candidates in their doors. Did you know that it is now taking US businesses an average of 29.3 working days to fill a job opening?
While there are a couple different explanations as to why the job vacancy duration is so high, when you boil it down it comes back to one thing: an autopilot hiring process. Also known as the common (but despised) phrase, “Well we’ve always done it this way.”
There are many factors that affect how you search for and hire a candidate, and they are constantly changing, pushing you to get off autopilot. Here are the ones that are currently affecting the time to fill and the difficulty that companies are facing in hiring qualified people:
The concept of a candidate-driven market has been reiterated across the internet this year, yet many companies choose to ignore it and lose out on top candidates. In 2016, candidates are receiving multiple offers in a short period of time, and they are not waiting 15 to 30 days for a job offer.
The baby boomer generation is reaching retirement age and leaving the workforce in droves. This movement has been deemed “The Silver Tsunami.” A vast majority of companies did not examine the long-term and have not planned for the proper succession of their workforce. This combined with the job-hopping habits of young Millennials has left organization scrambling to rebuild their teams.
Downsizing is occurring across the country in many different industries. Whether due to poor market performance, automation technology, or new government regulations, companies are trimming the fat across all departments. When employees hear even the hint of a rumor regarding downsizing, they jump ship to ensure career stability. This can leave a critical gap in the company’s infrastructure.
“Check the Box” Recruiting
When your HR team is considering candidates, do they simply examine their resume to make sure they “check the boxes” on the job requirements? If so, you’re missing a huge opportunity to asses candidates for soft skills and culture fit up front rather than getting through two rounds of interview only to find that this candidate is not ideal for this position or team.
Leaving your hiring process on autopilot will cause you to FAIL when faced with these hiring obstacles. In order to land the A+ talent that your team so critically needs, replace autopilot with an agile recruiting process. Or better yet, let JSG take the helm!