Be Fast or Be Last

By Nicole Martin | June 6, 2022

I saw a shirt recently on a child that runs track that read, “Fast or Last.” I thought to myself, this is a simple motto! Very truthful, to the point and very timely.

Recruiters and Hiring Managers should consider using this motto and having it at forefront of their minds daily. The current “candidate” market has been incredibly challenging for most of us in the HR field. We often feel defeated or like we have come in last place after chasing candidates that do not end up in a hire.

Recruiting Tips

Below are six helpful tips to help you up your recruiting game:

Operate with a Sense of Urgency:

Operate with a sense of urgency when candidates apply. Often Hiring Managers push replying to applicants until there is a more convenient time for them to respond. In some cases, this could be days or weeks. Reach out to candidates quickly! Great candidates will not be on the market for long. Respond to them in a swift manner and let them know that you are interested!

Reduce Application Time:

Many candidates are searching for a new role because they currently work somewhere that is under-staffed and they are overworked. This means they have truly little time to dedicate to their job search. Make the application process simple and easy. You do not want to a candidate to stop their application process for your job simply because it takes them too long to apply.

Create a Connection:

The best way to create a connection with a candidate is to have a conversation with them. Schedule a time to speak to them and get to know them. If a candidate can connect to your Company’s vision and mission, you are one step closer to adding them to your team.

Stay Engaged:

Stay in constant communication with the candidates you are pursuing. Send a reminder text or email for the upcoming interview, respond to them promptly if they email you about a benefits question, and be understanding if they need to reschedule. Keep your communication engaging. For example: “We are looking forward to meeting you,” “We offer great benefits,” “Thank you for interviewing with us”

Maintain a Pipeline:

Often a hiring manager fixates on one or two candidates. In the current market, do not put all of your focus on one person. Continue to build your pipeline of candidates and generate a solid applicant pool. This way if the one or two candidates you have your hopes on decides to go another direction, you will not be starting over from scratch.

Move Forward Fast:

Because time is of the essence in today’s market, move fast when you like the candidate. If you are conducting a phone interview with them and they are a quality candidate, end the call by inviting them for an in-person or virtual interview. Do not wait to think about it and then email or text them later. End the call by saying, “I am interested in having you move forward in the hiring process, is there a suitable time for you to come to our office for an interview?” There is no time like the present! Getting a candidate to the finish line can be a challenge but you increase your odds by moving fast!

Recruiter on Demand:

If you need a partner to help you, we are here. HRBOOST® provides full recruitment (post, source, filter, assess, and place direct) when you need it to help attract and onboard new talent. We offer flexible terms of engagement for our recruitment services, and we can charge for time or a flat rate.