Slow drivers are frustrating. Especially when they hang out in the left-hand passing lane. They backup traffic and create unnecessary delays.
This same issue is happening in organizations. Hiring managers are taking their foot off the gas of the selection process. Staffing and recruitment professionals end up getting stuck behind them, unable to move things forward efficiently.
How does this play out? It often goes like this. You find a candidate who’s a good fit. Upon presenting her to the hiring manager, there’s enthusiasm about her potential. So you initiate the interview process. Things start moving forward but suddenly, there’s a scheduling traffic jam. The hiring manager gets busy and postpones an interview. Then there’s another delay when a key decision-maker goes away on vacation. Days turn into weeks, then a month, then two. Before long, your candidate becomes another recruiting mishap when she takes a job with a faster-moving competitor.
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Hiring doesn’t have to get trapped in the slow lane. Exploring upfront issues of time and access to people can help you avoid slowdowns and stalls. The conversation goes like this.
“To make sure I can do my best work for you, it helps if I know about constraints around time and people. What time constraints are there in the coming days and next few weeks? What about people? Who else will be involved in interviews and hiring decisions? What constraints are there for accessing these individuals?
Digging into these details helps keep the process flowing, especially if you pre-book interview slots in advance to work around the constraints you’ve uncovered.
The best way to solve a problem to is to keep it from happening. Having a conversation about time and access to people up front will help keep you from getting stuck in the hiring slow lane.
MORE: 4 Ways to Improve Your Staffing Partnership
