Picking Up the Pace: "Top Talent" is in High Demand for 2015
Companies that move slow in the hiring process could lag behind
Many hiring managers are extra cautious about making quick hiring decisions because they want to hire the best candidates possible; however, what ends up happening is that they take so long in the hiring process, that they lose the best, most qualified candidates. The impact players in any industry won't wait around and lose out on other offers. The result is--the longer the process, the lower quality of hires that are available.
If your organization doesn't pick up the pace in the hiring process, you are more likely to lose the top candidates and have to settle for second best. Keep in mind that you're not the only one seeking out the "best"; they are being courted by other hiring managers and getting multiple offers at once, increasing the probability that they may be "off the market" by the time your organization makes a decision.
According to a recent article published on Ere.net,"...many higher quality candidates receive and accept another offer before the current hiring process they are involved in is even completed one-third of the way through."
The article makes the point that the current hiring systems were primarily developed to hire the unemployed and that top candidates have little time or desire to go through lengthy hiring processes that are very common in business today.
One solution that is mentioned is a rapid hiring process called, "one-day hiring."
While most hiring managers and decision makers in your organization may never agree to such a drastic and accelerated hiring process, speeding things up a bit could improve your business's overall quality of hires. Additionally, it creates a sense of urgency that can lead to higher acceptance rates, and can reduce candidate dropout rates commonly experienced during long hiring processes.
Although this option is not for every job, it could be used for those positions that require top performers or in areas where there is a shortage of talent.
Most of the candidate pre-qualification and assessment process is done ahead of time (including reference checking), before the actual interview takes place so that the offer can be made immediately should the decision makers want to hire an impact player on the spot.
As Geoffrey James, contributing Editor of Inc.com, so succinctly put it, "When you have someone that fits well, move quickly...before they get hired by someone else."
Signs of a Candidate-Driven Market
"Three-quarters of job offers that were rejected came after only the second or third interview. Most commonly, the time between the first interview a candidate has and an offer rejection falls between one and four weeks."
(Originally published on Fordyceletter.com, December 2014)
...read this article
The Morisey-Dart Talent Vault!
We've updated the top talent we continue to recruit; click here to see what we've found!
About The Morisey-Dart Group:
The Morisey-Dart Group executive recruitment firm partners with clients to find the impact players needed to solve problems, meet demands for growth, and control costs, while improving efficiency. They are specialists in areas such as Residential & Commercial Construction, Medical Device, Insurance, Investments, Banking & Finance, Health Information Technology (HIT), and Document Management Solutions/Managed Print Services industries.
Q1 - March 2015
The Morisey-Dart Group
809 Walkerbilt Rd. Suite 2
Naples, FL 34110
Outstanding searches we're currently overseeing:
We've proudly helped our great clients hire for these positions recently:
- Director of Development -
- SBA Development Officer - North Central Ohio
- EVP/Chief Lending Officer - Northeast Indiana
- BSA/AML Compliance Professional - Terre Haute, Indiana
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- Government Account Representative - Albuquerque
- Geographic Account Representative - Albuquerque
- Account Executive - Albuquerque
- Field Service Technician - Anchorage
- R&D Project Manager - East Coast
Are You Ready for Your Next Job Interview?
"Job seekers tend to spend all of their time preparing answers, but the questions that they ask can be as revealing to hiring managers who may see questions as a measure of candidate engagement and interest. Inversely, interviewing the future boss is also a good way to find out if the job and company are a good fit...."
(Originally published on WSJ.com,
January 2015)...read this article
Executives: Read This Before You Post Your Resume Across All Job Boards
Meg Guiseppi, executive personal branding expert, of Executive Career Brand gives some good advice on why you should not post your resume across all of the job boards known to man.
"Job boards typically yield a dismal estimated 5% success rate, especially for c-suite and senior-level executives."
(Originally published on ExecutiveCareerBrand.com,
January 2015)...read this article