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A candidate from a well-known benchmark firm dropped out of the search for a senior level position because the hiring manager took a week to respond to his interest. He said “It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit their culture”
One of the primary contributors to effective hiring is having a great external employer brand image and slow hiring does affect that, which in turn reduces the number and quality of applications that you receive. A long, drawn-out hiring process will also negatively impact your candidate experience, which is another topic that gets a lot of attention on social media and in job-seeker-related blogs. The lesson to be learnt from these two instances is: in a world full of social media, that you can’t expect to keep “being painfully slow” hiring a secret from potential applicants.
Your customers and employees will also feel the negative impacts of slow hiring – you can’t be myopic when it comes to the impact of slow hiring. Recruiting leaders must understand that when a position is vacant for a long period of time, many will suffer. Customers will certainly be able to notice that extended vacancies in customer service positions will result in degraded and slower service because there is literally no one in the chair to do a great job. Your employees will also notice because they will be asked to do double duty and/or overtime, which will negatively impact their morale and retention rates.
The lesson to be learnt is: that recruiting leaders must fully understand and then calculate in dollars the broad negative business impacts that outstanding position vacancies can have on both the customers and the employees.
Obviously, fast decision-making could inadvertently lead to bad decisions, so in recruiting it’s important to have the right strategies and tools for “speed hiring.”
And finally, now, there is a way to reduce the time to hire. Enjoy this speed with SCIKEY, the next generation Talent Commerce Platform. SCIKEY offers Speed, MindMatch Quality and Unparalleled Experience
Also published at Marketing In Asia
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Shriram Viswanathan is a specialist in transforming businesses using Innovation as a pivot to provide sustainable growth and profitability. He has more than 25+ years of experience leading global consulting teams across various domains including Banking, Financial Services, Equities and Capital Markets, Retail and Insurance. All assignments were handled successfully from conceptualization to implementation with tremendous focus on planning, timely execution and with extreme attention to detail and operational excellence. He is an expert in digital strategy formulation and execution with focus on customer experience, digital marketing, big data analytics, mobile computing and cloud adoption. He loves innovating by combining people, technology and process with deep business understanding. He has managed large acquisitions, led disparate technology teams effectively to deliver business functionality that enabled growth and provided much needed predictability and operational stability. He has led many transformation initiatives, systems integration initiatives, omni-channel integration, digital customer journeys, new product conceptualization that combine new age technology adoption and many legacy systems modernizations. His exposure to various facets of domain and technology with focus on User Experience over the years gives him ability to tap into the right technology levers that help target and engage customers in the most effective and cost efficient manner.