#TalentAttraction #Tuesday WHAT IS THE SHELF LIFE OF A TOP CANDIDATE PROSPECT? HOW MANY HAVE YOU LOST?

By RecruiterGuy | January 24, 2022

Let us face facts. Almost every Manager and Every Company lost a top prospect simply because they did not act quickly enough to land them. The top candidates, ones that could positively impact the revenues for your organization, have short shelf lives and many choices.

There were a couple of my clients that I warned that they may lose a candidate because their process took too long to make a hiring decision – and they lost the person. Then they complained that I was not able to keep the person interested. Top Talented candidates have many choices.

Often, they are leaving their current company because of a toxic environment – and they want to move to a positive environment ASAP. They will not share that information during an interview because of how it may reflect on them.

Examine Your Talent Attraction Processes

If your company requires candidates to interview with multiple managers, that is fine. Have you considered panel interviews where several levels of Managers interview a candidate at the same time? Remember, every time you ask a candidate to interview, it is time out of their work or of their life. At some point, they will come to the seemingly logical conclusion that your company is incapable of making a hiring decision – “NEXT!”

I recruited for companies recruiting engineers for Top Secret locations. They understand the need for quick due diligence and quick decisions. Those Top Secret Clearances take over a year to clear. Immediately following an interview, many times they make a hire/don’t hire decision and extend an offer.

This is often true in the commercial space too. Some companies are better than others in their ability to interview, determine skill, experience, and cultural fit. Then they extend an offer. I coach my clients to create a process that enables me to touch base with the candidate within 3 days of each contact. After 3 days without a touch, candidates begin to explore new opportunities, no matter how interested they WERE in the position. The Candidate’s assumption, right or wrong, is there is no interest in their candidacy.

Remember, You Are Recruiting The Candidate

Your Recruiting process may determine if you attract the candidates that your company wants and needs to grow. If your process moves too slowly, you may lose that top prospect to your competition. Train your Managers to effectively interview their candidates. They will know immediately after their interview if they feel the prospect is a good fit. When they wait to make a decision, too many other thoughts cloud their decision.

Reference checks by the MANAGER, not HR, may confirm their decision. Like me, Human Resources has a high level understanding of the position. The Manager has an in the weeds view of the position. Therefore, if the reference raises a flag the manager may spot the flag – and I may not. Effective reference checks are nothing more than an interview of that reference (And may present a recruiting opportunity!). I always asked the reference if they were recruitable. Sometimes, my client hired them And the Top Prospect!

Talent Attraction requires a sense of urgency. Do your due diligence and make a decision! Do not return to the Candidate Shelf – And find it EMPTY!

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members only ONE Recruitment fee, it has paid for itself.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Why am I known as The Candidate Whisperer? See below –

Learn how I coach my Career Transition Clients in my second book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.

NOW AVAILABLE on Amazon! Expect Success! The Science Of The Over 50 Career Search. This book is a game-changer for every professional searching for a new Career. Want to learn how to leverage your current position to a higher paying Career Position where you Love to Work? Expect Success!: The Science of the Over 50 Career Search – Kindle edition by Humbert, Bill . Self-Help Kindle eBooks @ Amazon.com.

Mark Victor Hansen (Co-Founder of Chicken Soup For The Soul series) endorsed my book! “You get what you expect in life. It’s true scientifically and theologically. Bill Humbert now shares irresistibly compelling insights on how to use it to achieve every good thing you want.” MVH

Are you an Independent Bookstore or would like a copy for yourself? Contact the Dorrance Publishing Book Orders Department at dorrordr@dorrancepublishing.com

Phone number: 1-800-788-7654 My 3^rd book will be available on Amazon by the end of January 2022!

With over 40 years of Talent Attraction experience, I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

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USA 01-435-714-4425 Bill@RecruiterGuy.com

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