Dating apps like Tinder make users somewhat like a recruiter: gauge the qualities of candidates and make a great first impression. However, even the most promising compatibility is in danger of dying out, due to lack of communication from both sides, too many other available options, non-binding nature or something that people don't know. The other disappoints you.
Just like in the fast-paced world of dating, recruiters must employ the most subtle tactics to avoid missing out on excellent candidates.
“One of the most important things that top employers pay attention to when recruiting high-quality human resources is timing.”
The role of time in recruiting high-quality human resources
Time is one of the top three metrics in hiring, along with cost per hire and hiring quality. It is calculated from the time the first application is received until the job offer is approved. According to research, only a third of companies usually complete this process within 30 days, the rest can take up to 4 months.
Many employers believe that spending a lot of time looking for new employees is necessary to ensure they find the right person for the job. But in reality, the lengthy recruitment process will reduce the likelihood of success. It also hurts a business in various ways from reduced productivity, increased costs, poor candidate experience, and loss of high-quality resources to competitors. This means that to save money and reduce the risk of missing out on talented candidates, we need to speed up recruitment time.
I've heard a lot of people say that if the candidate is really interested in the job, they'll be willing to wait. This may have been true in the past, but this perspective will baffle you in 2023. The reality is that these star candidates will almost always be on the radar of other businesses and many willing. pay higher than market rates to get them. Statistics show that on average companies only have 10 days to attract these candidates, and more than 50% of potential candidates are no longer interested in a role and drop the application because it takes too much time. For high-quality human resources who are the best, most talented candidates who know their worth, this is even more true.
“Forge iron while it's hot!” - Billionaire Abramovich
Ngoc Mai is an excellent salesperson and she just had a very good interview with the employer she has been pursuing for a long time. Looking at Mai's radiant face, it could be seen that she was very excited. She happily called her parents and close friends to share. Suddenly everyone was buzzing and asking, and Mai was waiting for a response so she could take the next steps.
However, in response to the excitement and eager anticipation was silence. As the date goes by, the excitement fades. Mai rethinks about applying to that company, even thinking that the interview might not go as well as she thought. Worse still, Mai's friends and parents kept asking, "Did the company respond yet?" and all Mai could say was "Nothing".
Recruiters, if you let your candidates get to this point before contacting them, chances are you've missed them. As we can imagine, the candidate may have gone through other interviews or realized that “the grass isn't greener on the other side” and leaving their current company seems like the wrong choice.
As for when is the right time to call back a great candidate, it's as soon as we know we need them. It could be right after they leave the interview room and we believe they are the best fit. For the earliest answer, here's what I always consider:
Try to invite all hiring decision makers to the first interview.
- If a second interview is necessary, always schedule it immediately.
- If you want to contact the reference or need some additional documents or documents, you should notify the candidate immediately after the first interview.
- If it takes a while for approval, depending on the case, we have many ways to make candidates wait without giving up, such as updating the recruitment process to let them know that they are still taken care of.
There's a saying: Time kills deals and I've found this proven time and time again, especially in the process of hiring high-quality talent. Not always but most of the time. On the other hand, we need to let the candidate know if they're not the right fit for the role so they can close the door and move on to the next opportunity. Whether it's sending job offers or rejecting candidates, when it comes to communication and action in the hiring process, speed is our companion.
Replies to This Discussion