Hiring is stressful. The end. When we need someone in a certain role, we want them there yesterday. In today’s fast-paced, and customer-driven world, being short even one key person can put a big strain on your company and your team. Trust me when I say we hear all of that, and hear it often. Our goal is to always find you that “perfect” candidate for the position as quickly as possible. But speaking more reasonably, that just does not always happen as fast as we all might like, especially in an economy where most people are employed.
We generally expect a search to take six to eight weeks, on average, but that’s a very rough average. Sometimes, our clients strike gold right out of the gate and find the right candidate for their needs in a week or two. Other times, it takes a lot longer and many candidates are cycled through before the right one walks in the door.
If you already struggle from “warm body syndrome” where you’ll hire a minimally qualified candidate on the spot to fill a seat, it’s important to keep that tendency in mind during the search process. We want to find you people who will last in your company and are truly what you need for the position and a good cultural fit for you and your team. Often, the cultural aspect is more important than the skills, which can be taught.
Here are a few tips to avoid “warm body syndrome” and better ensure you’re making solid hiring decisions.
Don’t go it alone. Our recruiters are here to help, and don’t go it alone in your company either! While we will help weed out bad candidates early in the process, it’s also wise to bring someone you trust in your company into the process as well, perhaps for a second in-person interview. This is especially helpful if you’re on the fence about someone.
Don’t rush the process. Try to let the process go through its more natural progression. Trust that a candidate to fit your role is out there.
Don’t hire on the spot. Again, this goes back to warm body syndrome. If you really like someone, great! But let’s still go through the whole process with a DISC assessment, reference check, background check, and formal offer on paper. It’s OK to have some discussion about bringing them on board, but following the hiring process will make everything more smooth and fool-proof for everyone involved.
Avoid asking them to take a pay cut. We are seeing restoration contractors pay more and more for new hires in today’s job market. We are also seeing some candidates make lateral moves into companies where there are better benefits or growth opportunities. What we are not seeing is candidates taking a pay cut. Coming in at a lower pay rate than they currently make might breed some resentment off the bat, and could keep them looking for something else even after taking a job with you.