The need for speed

If you feel like the best candidates are here today, gone tomorrow, you're right. The most recent statistics show the best candidates are off the market in just 10 days. That makes speeding up your recruiting process vital. And moving faster doesn't mean you have to put less emphasis on quality. Here are a few simple strategies to help you accomplish both speed and quality when filling your next open position.

 1 - Time your post. Don’t post a key opening right before leaving on a two-week vacation or when you have important meetings coming up. Instead, make sure you have time in your schedule to move as fast as candidates can. Strategize with your recruiter on the best timing for posting the job and be mindful of holidays or other events that could distract your target candidate pool.

 2 - Define your hiring criteria upfront. If you have "hidden requirements" or "nice-to-haves" outside of the job posting, make sure your recruiter is in the loop before starting the process. That way, they're better able to target the right candidates and present you with options who are good fits. When you define your criteria well, you can move forward with only one candidate if they check all of your boxes. 

 3 - Interview ASAP. Don't wait for false constraints like having a minimum of three candidates before you start interviewing or waiting until you have more than one candidate to move to the next round. IF the first candidate is amazing and you wait around longer than 10 days, the chances are high that the candidate has already been taken by an organization that moved faster. 

 4 - Think concurrent vs. consecutive. Work closely with your recruiter to make the most of your recruiting timeline by running background checks, checking references, or taking care of other vetting activities while the interviews are taking place. 

 5 - Communicate continuously. You know you're waiting for feedback or navigating scheduling roadblocks, but your candidates are in the dark. Stay connected by communicating throughout the process. (Recruiters aren't the only ones who can update the candidate. In fact, a candidate may be more patient if they get information directly from the hiring authority.)

 6 - Offer quickly. When you find the right candidate, be prepared to make an offer. And make your best offer without holding back for negotiation. In a competitive and dynamic market, it's crucial to let candidates know how important they are.