1-Day Hiring” Program to Avoid Losing In-Demand Candidates

The average time to fill an average job in the United States is 25 days; unfortunately, in many cases top candidates are no longer available after 10 days.   Read John Sullivan’s plan for beating your competition to those high demand candidates:

Develop a “1-Day Hiring” Program to Avoid Losing In-Demand Candidates, Part 1 of 2

Year end hiring reality check

It’s mid-November and the holidays are upon us. If you have a critical position to fill and you are hoping your new hire can hit the ground running in 2012 – now is the time to start your hiring process! After you subtract holidays there are only about 4 weeks of recruiting left this year. Here’s a typical hiring timeline :

Week 1

Prepare job description

Make sure budget and approvals are in place,

Submit the job posting to internal and external recruiter to start sourcing candidates

Week 2

Review applications/resumes.

Conduct phone screens and schedule first interviews.

 Week 3/4

Conduct in person and final interviews. At this time of year this is a tough one. Plan on working around busy calendars that include normal workload, time off and holiday commitments.

Make an offer, negotiate acceptance.

Week 5/6

Wait out two week notice, complete on boarding process: desk, computer, network access, security etc etc

The above timeline assumes everything goes smoothly. Unfortunately, Murphy’s Law frequently applies and you will want backup candidates to make sure you make your goal. Having one or two acceptable backup candidates puts you in the drivers seat and allows you to comfortably walk away from a first choice candidate if something goes awry at the last minute.

So there you have it. A little reality check. If you’re hoping to get an A player on board for the new year – start now!