What You Have to Do To Get That Best Candidate

 

Having trouble filling positions with the right people on time?  You are not alone. Like many other organizations, you might have to resort to extreme measures. In this article (registration required) IT departments report on their various strategies to get the top performers.

One problem is that for excellent candidates you will likely have to move quickly, even if you work through referrals. In this era of "full IT employment," candidates may have other offers already or may loose interest after seeing new opportunities becoming available. A good salesman knows how to close the deal quickly.

Acting quickly will also show the candidate your genuine interest and your ability to make things happen.

The solution, however, may cause you heartburn. It involves you being able to make a hiring decision (or selection decision in case of a contractor) in a matter of a few days rather than weeks, like Red Door has done as reported in the article. If you are a regular reader of this blog, you understand that during any selection process, you cannot underestimate the importance of identifying those who fit into your work culture - not something you can easily do quickly.

Consider these steps to create a "quick action team" that can work quickly if not simultaneously.

• Confirm that the standard process must be too slow. Cover yourself by talking to those in control of the hiring process and seeing if you can get their participation in creating a faster process.
• Determine who is required to make decisions. Create a simple RACI.
• Involve stakeholders in agreement to participate in a fast track selection process. Get enough involvement to cover the "culture issue."
• Develop fast track steps similar to Red Door such as

Day 1:  Initial phone screening
Day 2 (AM):  Initial interview 
Day 2 (PM):  Stakeholder/Departmental interviews
Day 3:  Social lunch with tech team and detailed reference check
Day 4:  Job Offer

This does not have to be done for every candidate (thank goodness), but when that critical candidate for the important position comes up, you have to be ready.