We’ve seen sloppiness of epic proportions lately – and unfortunately watch as they lose talent. It seems hiring managers believe they have an infinite amount of time to get from the first meeting to the next step and that their candidate will be on the shelf waiting when they get around to making a decision.
Our best client experiences are when our contact is C-level. In every case that process has momentum. It crackles and pops – from resume to phone screens to on site meetings and hire. When they like what they see, they respond quickly. They call from the airport to arrange movement to next steps. In short order they have set a final slate of candidates. Hires get made.
Too often when the process is with mid level management or HR, it drags. This increases the cost of hire tremendously. And lowers morale as staff remains short.
Could it be, with mid managers and HR, the many touch points required to connect dots drag it out? Maybe. The fix is for all players to be clear about the weight of the issue and handle it accordingly. Staffing is not an incidental. It is, of course, essential. Respond to those introductions. Rearrange things to accommodate interviews. Don’t dilute the process. Strong candidates will fall away and you’ll be left with a far weaker pool. As one top tier contender said to me recently, “I don’t want to work for a company that can’t handle the details.”
Could it be the efficiency of C-level is because of who they are – that this is an example of how they got to their post in the first place? We think so.
“If each of us hires people who are smaller than we are, we shall become a company of dwarfs. But if each of us hires people who are bigger than we are, we shall become a company of giants.” – David Ogilvy