I recently had a conversation with a healthcare organization who is looking to fill a critical role. We were talking about the needs of the organization and what the impact would be if the position isn’t filled. The conversation was going along just fine until I asked how long it would take to make an offer after a successful interview. The hiring manager stated that once they were to identify a talent pool of four or five finalists, they would make an offer to the most qualified.
While this may sound like an ideal option for hiring the best candidate, it is not a reality in the current labor market. Basically, I ended the conversation with, I am not the recruiter for you.
A winning hiring process
In the world of attempting to secure top talent, your hiring process is literally everything. A winning process consists of the following:
Reviewing and responding to a resume within 48 business hours. This is vital, as the race to the finish line of getting a candidate to sign on the dotted line of an offer is very competitive.
Secondly, the response if you like the candidate’s background, is to schedule an interview, with the first phone interview taking place in the next few days. If that is not possible, I highly recommend finding a way to make it possible!
After a successful phone interview, schedule the next interview. If it’s a second phone interview, the same maximum of two or three days applies. Whatever the next interview step is, making those arrangements within the next 24 business hours is critical. It shows the candidate you are excited about them and gets time removed from their calendars when they could be interviewing elsewhere.
The final interview should be scheduled immediately and should take place no later than one to two weeks out, depending on travel. However, if it’s a local candidate, schedule it no later than one week out. If you can, schedule a Skype interview and if it is mutually agreeable with the candidate, make your offer! Essentially, the more efficient your hiring process is, the easier it will be for you to attract great candidates.
Urgency is essential
Make your offer within 48 business hours of the interview. If you need to do background, reference checks, etc. make the offer subject to successful background, references, etc. I cannot stress strongly enough, if you like the candidate, do not wait. If they would be a good fit for your team and the skill set you are looking for, don’t wait!
Do not wait to see if there is possibly a better candidate out there; do not wait for a few days or weeks in case you get lucky and someone applies directly so you don’t have to pay a recruiting fee; and the numerous other reasons and excuses that are possible. And for heaven’s sake, the excuse that HR is too busy to complete the compensation and offer letter just does not fly.
Your Human Resources department wants this role filled as well, as it takes one more thing off their plate. It just takes a bit of communication to your HR department that this is a candidate they need to expedite.
The final step in selecting the best recruiting firm. And here’s some things to consider when seeking the help of a professional.