How Many Candidates Are Too Many?
In a job market where demand far outstrips supply, organizations that move swiftly when making hiring decisions have a distinct advantage over their competitors. One action that can expedite that process is streamlining the number of candidates being considered prior to a position being filled.
To be clear, that’s not to say an employer should jump at the first candidate they see. Rather, companies should be mindful when deciding how many individuals to vet before making a selection.
Finding the “perfect” candidate
Think of the job description for an open position. Typically, it lists a certain combination of education, experience, skills, and other important criteria being sought.
Now, imagine one of the first candidates being reviewed checks all of the appropriate boxes. He or she is brought in for an interview, and they knock it out of the park. What do you do next?
Is it truly necessary to interview additional candidates? Or, is that path pursued because that’s the way it’s always been done? Candidates today have multiple options, and as a result, they won’t wait around for long. The bottom line: if you find someone you like, make them an offer quickly, before they move on to another potential employer.
How a recruiting firm expedites job searches
When an organization engages with a recruiting firm, they’re bringing a partner on board that spends all day, every day recruiting top talent. On top of that, we’re committed to making a client’s hiring decision as clear as possible. For that reason, we weed out as many candidates as possible before offering recommendations to an employer.
What does that mean? As an employer, you’re seeing a handful of top candidates, but as the recruiting firm, we’ve reviewed and considered many more. That’s one of the great values offered by a staffing agency: we can assess, vet and prioritize candidates, which enables the organization to make a hiring decision faster.
Jump-starting a stalled hiring process
Recruiting firms are also familiar with being contacted by companies that have been trying to fill a position for some time. They may have spent a month or two, or perhaps more, sourcing, screening and even interviewing candidates without success. Now, they need help.
In these cases, we remind companies they’ve already considered multiple candidates. So, too, will we. So, they shouldn’t view the job search as starting from scratch, and that in turn should accelerate the process.
With the “Top Gun” reboot now hitting movie theatres, this is a good time to remember the signature line from Tom Cruise’s Maverick: “I feel the need for speed.” That’s more important than ever when it comes to hiring, and being more efficient when considering candidates is a great first step. Can we help your organization get airborne? Contact us today and let’s get the conversation started!
Tom Schin, Director, Talent Acquisition Partnerships & Recruiting Consulting Services
When he’s not working, Tom is an avid board game enthusiast, from Catan to Canasta, who makes sure game night is fun for everyone (even though they’ll probably lose). He’s also fond of celebrating his status as a child of the ‘80s by watching Star Wars, listening to U2, and reminiscing about his (gone-but-not-forgotten) Andre Agassi haircut.