The job market today continues to churn with openings, offers, counter offers and internal promotions.
Finding a candidate is relatively easy, but finding the right candidate with the skill sets you're seeking is much more difficult.
Attracting qualified candidates to your company is especially challenging now, as we continue to see high job churn in recent years.
One of the most critical components of attracting candidates is having a defined process. This is something missing in the tire industry today for many companies, yet something I believe to be critical.
Have you ever had a great interview with a candidate, only to realize well into the process that you disagree with another vice president or with human resources on the scope of the role and what the proper candidate looks like?
Or, maybe this sounds familiar — your hiring process takes four-plus weeks. By the time you finally make an offer, you learn that you've lost your top two candidates because they lost interest, took a promotion or joined another company.
If these scenarios don't sound familiar, consider yourself lucky. This is a daily happening with our clients, candidates and hiring managers in the field.
A structured hiring process implemented by your company is the key to mitigating the above pitfalls and their associated outcomes.
It comes down to providing a superior candidate experience and an exceptional time to offer, including an expeditious candidate interview timeline.
Implementing a structured hiring process can help employers achieve this, and it will result in a better experience for everyone involved. Here are three simple steps you can take: