You have just been notified of a resignation. Your company lost an “A” player from the organization’s C-suite. You are responsible for filling more than one hundred open positions and your company is heavily relying on your recruitment expertise. Naturally, you upload the requisition to your ATS and hope for the best. Several days go by, you haven’t received any viable candidates, therefore, it’s time to call in the big guns.
A few hours later, your highly effective, and very expensive, search firm partner is on the hunt. You are extremely busy and haven’t had time to breath, let alone respond to emails or calls. The long-term forecast on your calendar reveals much of the same. This presents a concern. How can you effectively manage your team, effectively manage your portion of enterprise recruitment, and appropriately manage the efforts of your search firm and managed the recruitment and on-boarding process for this key executive? This situation is all too familiar.
Fact: North American executive recruitment landscapes in 2017 are insanely competitive. The companies who win this game are those who diligently drive a positive candidate experience and strive to minimize avoidable errors in the recruitment and on-boarding process.
#1 Consistency is key!
Having a consistent plan for the recruitment process is key for an organization’s recruitment function to run smoothly. Everyone involved should be aware of the process and the timeline to fill each position. This plan should not be lengthy but rather direct and precise. A plan of action could consist of: an introductory phone call, an onsite meeting with key executives, and one final phone call. After each, send an email update to everyone involved in the recruitment process. Having everyone informed and on the same page makes for quicker hiring decisions.
#2 Are we sure recruitment should manage the process?
Recruiters know the basics of the job duties but are not “in the trenches” every day nor involved in day to day operations. It would bring value to the recruitment process to have those who are really “feeling the pain” manage the process. These hiring managers know exactly what they are looking for and they know what type of skills are needed to get the job done. Engaging your hiring managers would help filter through unqualified candidates quicker. Therefore getting everyone closer to filling the open position.
#3 Keep an eye on the clock
These candidates are highly skilled individuals and most of them are passive candidates in high demand. When they decide to enter the job market, they are likely to be inundated with recruiting requests and offers. As a result, these candidates are out of the job market in a matter of days. It is critical we act fast and have an efficient process for procuring these individuals.
Through consistency, leadership engagement, and a quick and efficient recruitment process, your organization will be positioned favorably in this candidate driven market. Those who position themselves favorably win the war for talent and have a stark advantage in today’s marketplace.
By: Kandise Johnson, CPC, CeM
Stark Lane, Inc. is one of the most influential Executive Search Firms within the American Healthcare market. With a search focus spanning from Private Equity to the top US News and World Report Health Systems, and a reach that touches all 50 states and American joint ventures abroad, whether your organization is searching for industry leading talent or you are considering a career change, Stark Lane can help.