It’s been several months now, and you still have not filled that important position. Your family is getting frustrated because you’re working late at night doing your job, your team is overworked and ready for a revolt, and your boss is threatening to take away the headcount if you don’t fill the job. It’s time for a recruitment intervention. In this article we will discuss a few quick steps you can take to get your hiring process back on track. Many leaders falsely assume that if they just wait long enough or if HR gets off its lazy butt, the job will get filled once we find the “right candidate.” While candidate flow is important to any recruitment activity, the answer to difficult recruitment issues often lies in these 3 critical steps:
Revisit Your Job Profile
It may sound obvious, but go to your company website and look at your posting. Evaluate your description on the pirate factor “AAR.”
• Attractive – Does it provide information on the “what’s in it for me” for great candidates?
• Accurate – Does it accurately describe what you are looking for?
• Realistic – Based on your experience of interviewing for the job and however long recruitment has been going on, is your profile realistic? Have things changed since the job opened?
Meeting with HR and Recruitment
It’s important to understand what’s really going on. Instead of just hammering HR on when they can come up with more candidates, take the time to understand what the issues are. Here are a few questions to ask:
• What factors are impacting candidate flow?
• What could we change in our profile to fill the job in the next 30 days?
• What can I do differently as a hiring manager to fill my job faster?
You would be surprised what you will learn. Bad hiring managers hammer HR and have unrealistic expectations. Great hiring leaders ask good questions, listen, and adjust their strategy.
Interview More
The final tip I will give you to hire a better person faster is to interview more. If you’re stuck, one way to get out is to interview. It will give you more choices as well as evolve your thinking. As you speak to more people, you will figure out what you must have and what you can live without. Set a goal to phone or face-to-face interview 3 people a week and hold yourself and HR accountable for hitting this goal. At the end of 4 weeks, you will have had 12 interviews. This gives you a much better opportunity to fill your job. What you find when you force yourself to interview more will surprise you. Bad managers hold out and hardly ever interview.
In any case, these three steps are not a solution to fix every hiring problem, but taking these steps will certainly get you on track for filling your job. I
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