Is your hiring funnel blocked?

TONI ROSARIO
Recruiting Manager

Are you missing out on great talent? Do you extend a job offer to a candidate only to be told that they have accepted something else and are no longer available? If so, you’re not alone. One way to troubleshoot the issue is to evaluate how many people are involved in the hiring process. Companies — especially large organizations — can fall into the trap of having “too many cooks in the kitchen.” Having more participants at the company holiday party might be great, but it’s absolutely not ideal for the interview process.

While it’s understandable that companies wish to be thorough while conducting interviews, having a large number of required candidate meetings with too many people becomes chaotic, confusing and off-putting to top-notch job seekers. Let’s explore some of the key disadvantages.

Great candidates don’t stay on the market long: Even the process of coordinating schedules for multiple people is tricky and time-consuming. While you are attempting to schedule a large panel interview, the candidate is speaking with other companies that are not only nimble but respectful of job seekers’ time.

Your company seems disorganized or indecisive: In the same way that you evaluate a candidate for potential fit, the candidate is also evaluating your company. If you ask a candidate to return for multiple interviews with several different managers, you send the message that your firm is not well organized and that it takes too many steps to make a simple decision.

Lack of agreement: Perhaps Sally is hiring for her department, yet Billy, Tommy and Susie feel the need to attend interviews and provide an opinion on the candidates that Sally will manage. Trying to reach a consensus proves difficult and, while debating over interview notes, the job seeker is taking a position somewhere else — perhaps even with a competitor.

Interview burnout: Prolonging the interview process as well as requiring too many applicants causes fatigue for both candidates and managers alike. When burnout sets in, you run the risk of making a decision when tired or frustrated — simply to be done with the task.

Fortunately, there is a better way to tackle the process without missing any important details.

The team members at BIC Recruiting possess the knowledge and expertise to dig deep with candidates. In contrast to a long hiring process that turns candidates off, you experience:

Engaged job seekers: We represent candidates who have a true interest in your company. They aren’t looking for a random job somewhere. Before they meet with you, they will already have a good understanding of your firm.

Prequalified candidates: There’s no need for a massive interview with seven or eight different managers at your company. We do this important legwork for you by sitting down and asking the difficult questions to every job seeker we choose to represent.

Sensible timelines: Gone are the days of coordinating multiple schedules and hoping it all works out. Since we prequalify the candidate on your behalf, the hiring manager can get into technical questions right away. This eliminates the need for multi-round interviews with a large number of managers.

Job seekers form a good opinion: Rather than pushing candidates into a cluttered, uncomfortable hiring process, you are respecting both the job seekers’ time and your own. The candidates will clearly see that you care and that you not only want to hire the best talent, but you wish to do so in a reasonable, proactive fashion. This is a win-win situation for everyone involved.

Save time and energy: Many managers are simply too busy with work-related tasks to sift through resumes, call job seekers and schedule interviews. Unfortunately, if great candidates are not interacted with quickly, they will move on to other opportunities.

Instead of missing out on fantastic candidates and receiving rejections when it’s time to present an offer, you can win the day simply by tidying up your hiring process. BIC Recruiting stands ready to help you do exactly that.