You’ve no doubt seen all the news items about how difficult it is to fill jobs these days because so many people aren’t interested in working. I’ve been trying to get a key job filled in my department. I’m in a rush to hire. I can tell you the competition is very stiff. Human Resources keeps losing hires to other employers, even though we’re making competitive job offers.
Today I’m really upset because, after 3 weeks of interviews (everyone was very positive about her) we lost a candidate I thought was a definite hire. When I spoke to her about 10 days ago I made it clear that an offer was being processed and I could tell how pleased she was! We just needed to get a final signature. (The finance manager that signs off was on a trip long put off because of the virus.) Finally HR told me they called her with the offer. She went to another company. What’s going on with people now?
I’m going to take a stab and read between the lines. You’ve lost lots of candidates you wanted to hire. You interviewed the most recent candidate over a period of three weeks — way too long. Then it seems you took over two weeks to get an offer out to her. My guess is that, in this highly competitive hiring market, you’re way too s-l-o-w… taking way too long to complete a hire.
Probably the single best way for a company to solve problems, boost productivity and be successful is to get the right people on board as quickly as possible. So, why does the hiring process seem to take longer than a presidential election campaign? Is it because we’re hiring presidents every day? Nope.
It’s because responsibility for hiring is broadly distributed. No one is really in charge of being in a rush to hire.
Who’s in a rush to hire?
It’s easy for a manager to think, “I’ve got the right candidate. I’m ready to hire! Now it’s HR’s job to put the offer together and make this happen.”
Or, “My V.P. has to sign off on this. It’s in his court.”
And, “I’m a busy manager. I don’t have time to baby-sit the job offer process.”
In today’s world, managers seem to have more important things to do than hiring the best people to do the work. For too many managers, hiring is not job #1. That’s why companies rely on HR departments and clerks to process employment paperwork — right? If managers like you spent their time just getting new hires on board, there would be no time left to run the business!
That’s the wrong attitude. Hiring is every manager’s #1 priority — or the business doesn’t run at all.
How long does it take to hire?
A search for statistics about how long it takes employers to make a hire turns up scarce recent data, which is revealing by itself. What’s the HR industry hiding? It appears to be such a tender nerve that reports from 2016 and 2017 are heavily cross-referenced even today. The most widely cited is from 2016.
The Society for Human Resources Management (SHRM) has reported that the average time to fill a position is 42 days. But, according to an OfficeVibe report, “The best candidates are off the market in 10 days.”
Of course, time to hire varies by industry and position. We can only wonder how long it’s taking today, in the early post-COVID period when employers complain they can’t find enough good candidates. But common sense tells us that the faster you can hire, the better your chances of your offer being accepted.
My evidence is only anecdotal, but the best job seekers and candidates I’ve worked with say the employer that makes a good offer decisively and quickly scores big points. We don’t really have good, current data about how long it should take to fill a job. But we know that less is better. “We decided we want you now!” seems to count a lot to job applicants.
Managers: Make hiring job #1
Another thing candidates tell me is that they are impressed by can-do managers who take personal responsibility for getting them on board. “That’s the kind of boss I want!”
If you’re in a rush to hire, but you wait for HR to handle your hiring, consider this: You probably can’t fill vacant jobs because another manager in another company (One of your competitors?) is stealing your best candidates. She’s hand-walking a job offer through the system, pushing aside the obstacles, riding herd on her boss until the documents are signed, riding herd on the HR department to do its job, and getting everything processed the same day. The return on this manager’s time investment is huge. She’s got a new employee on the job, getting the work done.
Meanwhile, you’ve got vacant jobs. Your investment in this last candidate just got lost on the way through “the approval process.” Your top candidate went to work for your competitor. Impressed with the other manager’s can-do attitude, “your” candidate took the other offer. (See Why HR should get out of the hiring business.)
If you’re a manager, next time don’t be so busy. Replace the wait-for-HR-to-do-it attitude with your own initiative and expedited process. Make sure you’re interviewing only the best candidates. Interview faster. Eliminate delays. Make faster decisions. Hand-walk the job offer through the approval process the same day. Or, prepare to spend your valuable time interviewing more candidates while your competitor is busy hiring them.
Are job offers flying out fast? Are managers showing any rush to fill jobs? Whether you’re a job seeker or a hiring manager, what do you think hampers efficient hiring? What obstacles have you encountered? What could employers do to speed up the process?