All posts tagged: fast

“F” It – The Common Belief That Slows Down Fast Hiring

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Scott's Monday Morning MessageOne perversion mindset is a top contributor to time-to-fill reaching a new, all-time high of more than 27 days:

Fear It

These fears include:

  • The department head who fears it’s too risky to hire someone who is anything less than a perfect fit.
  • The talent acquisition leader who fears that increasing hiring speed will negatively impact accuracy.
  • The staffing firm manager who fears it won’t be worth it to offer risk-free offerings that reduce time-to-fill to zero.

Some people may say this isn’t fear. Instead, they call it being prudent, exercising caution, or avoiding making the same mistakes. Which are simply ways of acknowledging fear without calling it by name.

The only problems I’ve ever successfully overcome are those that I fully acknowledged and understood. The problem always defines the solution. That’s why understanding the fear of fast hiring is so important.

If we don’t, the Fear It mindset leads to the other “F” it:

“F” it. I’m not taking the risk of doing something different. What’s a few more days of waiting anyways?

A few more days is rarely just a few days long. Good candidates end up taking other jobs. Work piles up. Stress increases. Profits decline. All because of a four-letter word.

A process that makes it safe and easy to engage in fast hiring is a requirement for countering this culture of fear.

So, what will you change in your process to get rid of the “F” its?

____________________

To join the ongoing discussion on eliminating time-to-fill, go to the Zero-to-Fill LinkedIn group:

https://www.linkedin.com/grp/home?gid=8319261

Scott Wintrip“F” It – The Common Belief That Slows Down Fast Hiring
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Waiting for Talent is Unacceptable

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Scott's Monday Morning MessageWe live in an on-demand world. Every day, we access more and more products and services at the click of a mouse, touch of a button, or by dialing our phones. Many companies have installed apps, websites, and other devices allowing their employees to order food, report updates, and procure supplies the moment they are needed. This same convenient access must be applied to acquiring talent.

“Downloading” the next hire should not be a reactive process where people access resumes to begin a search. Every company can increase the flow of candidates. When a more substantial pool of talent is combined with better selection, interviewing, and quality checks, companies can build a Talent Inventory, people that are ready to go the moment they are needed.

Quick and decisive hiring (filling roles with greater speed, more accuracy, and less effort) should be a non-negotiable standard for leaders to keep their jobs.

Scott WintripWaiting for Talent is Unacceptable
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