A fantastic article was published recently on the "10 Deadly Sins of Talent Management..."
The article covers the perils of how paying below market value, lacking a clearly defined career path and tolerating poor performers can sabotage your organization's odds of success.
Perhaps most importantly, it also reviews the detrimental affects of an aversion to third-party recruiters.
However, one of the most common offenses that mentioned in the article is maintaining a "Long, Arduous Hiring Process." This is also one of the easiest offenses to lose sight of, since as a hiring manager or talent acquisition leader, you likely haven't been through your own hiring process.
Here are some key questions to ask to see if your hiring process is reasonable:
- How many unique visits are required before you make a hiring decision? Is it more than three? Can one or more in-person meetings be done over the phone or Skype?
- If appropriate, are you willing to pull the trigger and hire the first person you meet? Why or why not?
- How many offers have you presented that were rejected? How many candidates have pulled themselves from consideration or have you lost to better opportunities?
- How many people are involved in the final decision? Do you require a unanimous consensus? Vote? Or is there a sole decision maker?
After a thorough self evaluation, you should be able to determine if you are losing out on top talent due to the length of your process and make appropriate adjustments so that won't happen in the future.
As stated in the article, "a good hiring process should last no longer than three weeks: any longer, and candidates will leave the process."