2015 is here. How can you get the New Year off to a good start? Ensuring your company’s leadership team is on board with and understands the impact positions that need to be filled is one way. That means, keeping top talent in the pipeline and recruiting for those key positions even if you aren’t currently filling those roles.
“As a good manager, I try to network with potential candidates, even when I don’t have a current opening,” says Kyle Krzmarzick, Vice President of RCM Technologies, a provider of business and technology solutions. “In the event I have an opening, I am not starting from scratch.”
Krzmarzick brings up another point: Studies show that having an active pipeline of candidates can shorten the hiring process by 75 percent.
“You fill positions faster, get people up to speed faster, and they are producing more, sooner,” he says.
Recruiters are facing more challenges in 2015. There are open jobs, but the market has shifted – more people are employed in 2015 and that means recruiters and HR have to dig a little harder to find passive candidates. By being less picky, you may expand your opportunities, says Laura Mazzullo, an HR Recruitment Specialist at East Side Staffing in New York City. Mazzullo is a recruiter focused on the placement of human resources professionals and says that being less picky doesn’t mean lowering standards of hire. She’s referring to those candidate wish lists, must-haves and bullet point lists of requirements on every job description that must be a perfect match in order to hire.
“As less talent becomes available, the employers who are the most open-minded and flexible when it comes to things like years of experience, previous industry experience, and ‘must-haves’ on their ‘wish-list’ will make the most successful hires,” says Mazzullo.
During the recession, employers remained as selective as they wanted and were able to identify their ‘perfect’ person due to the high-volume of candidates out of work, points out Mazzullo.
“In this market, searching for someone perfect must be less important than identifying someone who embodies the values of the firm and adds value,” says Mazzullo. “Because employers are doing such an extraordinary job with retention, firms must demonstrate more flexibility when hiring. Salaries may have to be increased to entice passive talent. Job descriptions will need to be less rigid in order to identify the right talent.”
Krzmarzick says the two most difficult parts of a hiring are finding candidates and managing them through the hiring process. That’s why if you understand where your candidate pool sits and what type of candidates you have in the pipeline, you will better understand your approach to finding, attracting and maintaining that pool of candidates.
“Having a game plan and executing it is key,” says Krzmarzick. “The mistake many hiring managers make is, they don’t have the same sense of urgency with a staffing plan as they do with other priorities.”
Mazzullo says it’s important to keep an open mind when interviewing and hiring in 2015. Look outside the box and beyond just what that initial resume says. Competition is going to be fierce – your candidate may also be working or interviewing with other companies. So if you want them, hire them, says Mazzullo. What if you like them, but they don’t have quite the experience or skill set you want? “Hire them and train them,” says Mazzullo.
Other tips to get off to a good start in 2015 from Mazzullo:
- Lessen the amount of individuals involved in the interviewing process. As the ‘war for talent’ continues, you don’t want to be the firm dragging out the interview process. Be efficient.
- Mold roles around talent. Find your dream candidate, but not sure they are perfect for the job description you had in mind? Where else can you utilize this person’s talent? Don’t lose a great candidate-be creative.
- Think about time. If you wait two months to find ‘perfection’ in a candidate, would it be better to hire someone talented and then groom them into the role? Those 2 months could be spent getting someone up to speed as opposed to waiting with the role unfilled.
2015 is here. What are you doing to get off to a good start and to fulfill your hiring and staffing needs?