Recruiting senior level Marketing and Sales professionals within the Technology sector can be a slow process for all parties. With so many balls up in the air at any one time it’s inevitable that, occasionally, momentum can stall and what you thought would only take a few weeks ends up taking months and months… But, hooray, you’ve found your dream candidate so it was worth it, right? Oh, hang on… What? You’ve lost them – they’ve taken another position, with a competitor? Damn!
We see and hear it all the time: employers (with the best of intentions) missing out on their preferred candidate because they took too long with the process or to make an offer and, in the meantime, that candidate has found another position with a company that moved faster to secure them.
Now, we’re not suggesting you loosen your recruitment process to accommodate candidates you really like. It’s important to have some formal structure when managing what can be an overwhelming amount of tasks, paperwork, people and diaries. That said, it’s just as important to recognise that when the right candidate has come along, act fast!
So the message is clear. If you find a good candidate, and you like them, tell them, and then speed up the remainder of your recruitment process to show them that you’re serious. A slow recruitment process makes your organisation look slow, indecisive, rigid, and anything but agile and entrepreneurial. At the very least, communicate promptly to manage the candidate’s expectations and keep them warm and informed.If you wish to understand the other ways that will give your recruitment approach an advantage over your competition, let me know and we can arrange a call to discuss.
Best regards
Neal Allen
Managing Director
Managing Director