The Clock’s Ticking – Don’t Let Hiring Managers Delay the Offer…

Kris Dunn Always Be Closing, Culture, Interviewing, Kris Dunn, Making Offers, Recruiting

Pet Peeve time at Fistful of Talent today.  I hate it when I scrub up the employment brand, do phone interviews, get the right candidate in….wait for it…..then the hiring manager doesn’t want to make a call.

He might be too busy.  He might be waiting for a purple squirrel to appear from the tree.  Whatever.. IfSlow you are slow, you’re dead.  The clock is always ticking once you have the candidate in for a face-to-face interview.  I think you’ve got a week, maybe two, before the silence indicates to the savvy candidate that you "really aren’t that into them"….

Do your hiring managers reinforce the brand you are trying to create?  Or are they lame, non-communicators destroying all the brand equity you’re building in your company as an "employer of choice"?

OK, that’s a little strong.  After all, lots of people view HR types like me as the weakest link.  Additionally, there are some very good reasons to wait – I’ve got one manager right now being patient, and it’s appropriate.  That being said, only about 10% of the "slow to market" issues are for the right reasons.   The rest are dangerous for everyone involved.

Here’s the good news for me, at least as an individual.  The more I talk about speed to market, the less I sound like the HR stereotype.  That’s a good thing.

A while back, I riffed that the best way to lose talent was to be slow.  Slow to call candidates back after phone screens, slow to get them in to interview after phone screens, slow to pick them up in the lobby for the interview, whatever.  Act slow and candidates start to think your company is a boring, stale, disorganized place to work.  Period.

Speed to market is still my number one driver to create candidate momentum and get a deal inked with the talent you covet.

So what do I have to hold onto?  The good news: I can be a pressure point to the manager in question, which means if I’m doing my job, I have access and the ability to exert some pressure. 

I can’t even imagine what this feels like from the recruiter’s standpoint, where the hiring manager, at times, may look like a third degree connection in LinkedIn – You can see them, but you have to get introduced to have a conversation.

Like Mr.T – I pity the fool that professional trying to make it happen….