As we begin our second quarter, we always review the previous quarter to see if we can identify new trends to pay attention to moving forward. We have some great insight to share:

• The job market feels like the real estate market. Many people are still trying to purchase a home even with the current high interest rates. Likewise, many people and companies are still trying to find talent or find a new job.

• The hiring process has officially changed. Fewer companies are starting the hiring process with an HR interview. Instead, most companies are going straight to a zoom call with the hiring manager.

• The hybrid battles rages on. Many employers want people back in the office while most job seekers want a hybrid or fully remote work schedule.

If you have any questions or if there is a skill set your team or company needs, please reach out and let me help.

Visit us on the web at www.ess123.com. We welcome your feedback!

**If you need people with these types of skill sets, please let me know.

Ask the Recruiter: “How do we improve managing the timing of the hiring process? (Part 2)”

 

Last month we discussed the importance of the timing of the process and how it impacts the acceptance or rejection of an offer. To summarize last month, we recommend understanding the following questions with each person your company is considering:

1. How long have they been applying for jobs?

2. What else are they considering?

3. How do they manage the process?

This month let’s discuss the timing from the employers’ standpoint. When interviewing potential hires, it’s important for them to know where you are in your process.

Companies are usually in one of the following:

1. Just started – Will not drop everything to interview people and would like to see a slate of applicants to consider.

2. People in process – Applicants are already interviewing; but do not have a finalist so there is time to get in process.

3. Offer out – The process has stopped because there is an offer out.

4. We need help now! – At least 1-2 people have turned down the role and the need to fill this opening has never been more urgent.

As you can see, depending on where you are in the process impacts the stress level. Some best practices to consider:

1. Keep interviewing until you have an acceptance

2. Have an on-boarding plan in place to turn on as soon as the role has been accepted to hopefully stop the person from interviewing with other companies and prevent them from accepting a counteroffer.

3. Make sure each new hire has quality time with the people who interviewed them after they start. Solidify those important relationships as early in process.

Managing all the moving parts of the interview process is challenging. Knowing the timing and being on the same page with human resources and hiring managers will help keep things moving. When any party starts to delay the steps, frustration will soon follow!

If you need help or other ideas about this, please call or email.