In this industry, we often make comparisons between recruiting and dating. They both involve a lot of work to find that special someone and the consequences of selecting a bad fit are, well…really really bad.
But when a critical team member say sayonara and you only have a couple of weeks to find their replacement, taking your time to play the field is not an option. This is why it’s essential for companies to have some key strategies in place so they can kickstart the hiring process into fast gear no matter when they find themselves getting dumped for a competitor.
Look Globally, Not Locally
Hiring globally not only expands your talent pool, but it can also offer a faster solution. While many companies still equate hiring internationally with longer, more complicated vetting times, the reality is, recruiters—especially those in the tech industry where the majority of roles are competency-based—now have the benefit of cutting-edge technologies and crowdsourcing resources. These enable them to breeze straight past the resume and pre-screening stages and jump straight to the tail-end of the interview process.
Shoot For The (Super)stars
No matter how much time-pressure you’re under to fill a vacancy, the last thing you want to do is meltdown and hire someone who lacks the requisite skills or cultural compatibility with your company. So if the application responses you’re receiving aren’t knocking your socks off, it’s time to get on the front foot and start headhunting.
Headhunting is recruitment on steroids. Where traditional hiring uses more of a one-size-fits-all approach, headhunting is targeted and leads to stronger matches. And the best thing about it is that you can now do it all in-house thanks to the advent of professional networking sites like LinkedIn—granted you have the time, of course.
Oh, and another perk: no matter what the outcome, any second you spend poaching talent will never be in vain. Because for every target you fail nab, there’ll always be a cozy little place on your…
If headhunting is a little aggressive for your tastes, nothing is stopping you from keeping a talent pipeline of go-to candidates to call upon whenever a vacancy arises. The best way to formulate and maintain a list like this is by regularly attending industry events, establishing a presence among relevant crowdsourcing networks, and conducting informal interviews with prospective talent.
The great thing about talent pipelines is that they, unlike the majority of recruitment processes, aren’t reactionary. They’re something you can work on all year round, they make a great downtime filler, and very often pay off when you find yourself in a hiring pinch.
Enlist a SWEEEEEET Boutique Recruiting Agency
Last but not least, there’s ye olde faithful option of outsourcing to a recruitment agency. In many instances (e.g., where time is not on your side) this is going to be your best bet. Just remember that if you are going to go the agency route, to opt for a boutique agency over one of the big commercial talent mills. Large-scale recruitment agencies take a whopping average of forty-two days to fill a vacancy and have a pretty bad rep for falling short on the client-recruiter relationship front.
Since boutique agencies specialize in a particular industry (for us here at DistantJob it’s obviously tech), they typically have a better read on how to find the golden nuggets of talent from within their sector and how to tailor the recruitment process to meet their client’s needs. What else can I say? They’re HR oracles.
Although finding the right candidate fast is never easy, it doesn’t have to be a stress-fest. By following these tips and planning, you can save your company a ton of time.
And as soon as you’re done mastering the skills of the speedy hire, why not check out our 7 Tips For Onboarding Remote Employees!