It’s impossible to predict how long your employees will stay with your organization. Some of them might remain loyal to your company for many years, while others might leave soon after they are trained. That’s why we always encourage our clients to be proactive when it comes to hiring because you don’t want to find yourself shorthanded in this competitive market. It’s important to shore-up your hiring process by examining what does and doesn’t work. Here are the top five reasons people dread hiring.
1. You Have Unreasonable Expectations
You may have unreasonable expectations about hiring, especially if you’re using the same old job descriptions without revising them. Expecting top talent to respond to a poorly described role is unreasonable. The more quality candidates that you can attract from the start, the better your chances are at finding the right talent. Writing clear job descriptions is the first step to identifying the most qualified candidates. Higher caliber candidates are looking for clearly defined opportunities that have room for advancement.
2. It Takes Time
Finding high quality talent for essential positions takes time. When we recruit talent, we are looking to match our clients with professionals who are high achievers, are likely to stay for the long term, and will fit the company’s culture. Making that happen takes strategy, a systematic process, and time to go through each step. While time is always of the essence, it’s important to be realistic.
3. Lacking a Steady Process
If you don’t have a clearly defined hiring process, then you’re bound to dread bringing on new talent. Top candidates are in high demand, so it’s important to have a step-by-step process you can use to stay on track. Then throughout the process you can prioritize clear and timely communication with the candidate. The most promising candidates aren’t going to wait weeks for your phone call so update them quickly through each phase.
4. Hiring Out of Desperation
So many companies wait until they are desperate to start the hiring process. Unless you want a roster full of bad hires, don’t ever let it get to a point of desperation. Bad hires are more expensive than no hires. Stay proactive in your recruiting efforts, and always be open to hiring a great employee even if you don’t have a position available right now for them.
5. Not Willing to Pay a Competitive Salary
We’re currently in a candidate’s market. They might not be able to ask for a blank check during the hiring process, but they have more leverage to seek competitive compensation and benefits. It’s more important now than ever to do your research before negotiating starting salaries with candidates.
The key takeaways are to have a plan, be realistic, and don’t wait until you’re desperate to think about hiring great talent.
Are you looking for top talent in the Specialty Chemical, Plastics, or Animal Health industry?
Contact us to discuss how we can bring top leadership talent to your team. Boaz Partners is a premier executive search firm focused on the direct recruitment of executives and professionals for the specialty chemicals and plastics space. We are your partner, and our focus is on custom recruiting solutions.
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