Is it time to hire?
Chances are if you’re pondering this question then it is time to begin the process. Companies often wait too long to make the tough decision to either replace a poor performer or add a new staff member. Adding a new staff member brings insight, new skills and energy to a team. Depending on the role, the hiring process can take between two to four months. It’s a good idea to take this lead time into consideration when you weigh the best time to make the decision to hire.
Considering an internal candidate but not sure?
Hiring an internal candidate can be the right solution in many cases. The bottom line is to hire the best person possible for the position. Comparing external candidates to internal candidates is a way to validate you are making the best decision. The last thing you want is to set up an internal candidate for failure. The best decision for the company is the best decision for all parties. Being honest and transparent with your process will help you navigate comparing external candidates to your internal options.
What are the benefits of hiring external versus internal?
Recruiting from outside the company brings new ideas, fresh perspectives and added talent to the organization. External recruiting opens up opportunities to find experienced and qualified candidates and can also help develop a diverse team of employees. Hiring a skilled and experience external candidate may also reduce training costs and give the organization a competitive advantage. External recruitment may also provide new, innovative ideas for management strategies, creating a forward-thinking approach that stimulates both advancement and growth.
Why and when should I consider getting help from a third party?
You might get lucky with a job posting, but many times the best candidates are not actively looking at postings. If you do not find the right candidate from a posting the position or searching a resume data base, then you will need the help of a recruiter to access the larger talent pool of passive candidates who are not actively looking for a new job.
Recruiting is time consuming. You may not have the right internal resource who can invest the time needed to find the best candidate. Recruiting can be costly but not nearly as expensive as making a hiring mistake. Most estimates indicate that hiring the wrong candidate equates to 3-5 times the salary of the person hired.
When do I use a Retained Executive Search Firm?
Retained Executive Search is the right solution when you need a dedicated resource to managing the process. Typically this is the right solution when you are hiring a C level executive reporting to a CEO or BOD. The process often requires the discretion and discernment of a consultant who has an in-depth understanding of the organization and proven experience leading this type of project. The firm will function as the project manager and the right firm will greatly reduce the risk of hiring the wrong candidate.
What is a Contingent search?
Contingent means that you do not pay a fee unless you hire the candidate presented by the firm. A Contingent search is appropriate if you are looking for a resource to supplement your dedicated internal efforts. Comparing qualified external candidates to an internal possibility is a good way to use a contingent recruiter. You should always make sure you have a fee agreement in place with the firm outlining the terms and the amount of the fee.
Why “engage” a firm as opposed to a contingent search?
Commitment is reciprocal. If you commit to a firm with an up-front payment then they will likely place a higher priority and invest more resources in the search. The engagement serves to lock in the commitment and partnership and the firm should demonstrate they are placing a higher sense of urgency on the process than in the case of a contingent search. Both parties need to be committed to a successful outcome if an engaged search is the option.
When is contingent the right solution?
A contingent search can work well when you are looking on your own but want to supplement your search with additional (passive) candidates. A great result can often be obtained on a contingent basis as long as open communication and trust exists between both parties.
Five mistakes to avoid when working with a recruiter
- Holding back information from the recruiter. The more quality information the recruiter has, the better they will do in attracting and screening the right candidates. Conversely, if the recruiter doesn’t ask many questions, there is a good possibility they will not do an in depth job.
- Giving the search to several recruiters. More is typically not better. Work with one (or possibly two) recruiters. You should be rewarded with more dedicated resources and better results. Putting the search out to multiple recruiters often results in confusion and does not make your opportunity look attractive.
- Delaying your feedback on submitted candidates. Lack of timely feedback kills momentum, causes candidates to question the validity of the opportunity and recruiters will lose motivation and move on to higher priorities.
- Providing incomplete feedback on resumes and interviews. This is an opportunity to calibrate the process and make sure the recruiter has detailed information about what you need. No recruiter will hit the target if they are working in the dark.
- Failing to convey your expectations. This reduces your chances of a good experience with a recruiter. A successful process incorporates an open two way exchange of information. A strong partnership will be key to the best outcome.
How does WilliamCharles screen for a good culture fit?
We understand how important “fit” is to the hiring organization and the ultimate success of the new employee. We seek to understand the intangible qualities that align with the company culture and we measure those attributes in a similar way to measuring experience or technical competency. We have methods that we use to evaluate both tangible and intangible qualities to assist in making the best hiring decision.