URGENCY. What does this word mean to you? To me, I think about speed. URGENCY is a term that recruiters often use to identify level of importance/speed to fill when it comes to helping their hiring manager recruit for an open position. If you are a hiring manager, you’ve probably been asked this question, ”What’s your urgency level?” On the contrary, if you are a job seeker, you’ve probably been asked the question, “What’s your level of urgency in finding a new position?” If you haven’t, you will.
Why do we ask about URGENCY? A few years ago, a hiring manager could interview a candidate, make an offer several weeks later, and the offer was accepted on the spot. Today, if you wait even a couple days, that candidate is gone.
Did you know that on average time-to-fill for jobs across the United States currently stands at 30+ days? Think about that for a second. That’s one month or longer before there is any movement on an open job. One would think that with our evolving workplace this would be less. Some experts have said that this delay in hiring dates back to the recession. During the recession, it was easy to fill jobs because we had a greater pool of applicants. Companies waited on that “perfect” candidate. Now we have a lesser pool of applicants and some hiring managers are still held up on hiring that “perfect” candidate.
The most common delay in hiring processes occur when candidate resumes sit untouched for days or weeks in a hiring manager’s inbox. For this reason, recruiters will intentionally pick up the phone to call you versus sending you a resume via email. If you are working with a recruiter who continues to send you resume after resume without calling, it’s because they are scared to follow up with you about your level of URGENCY in getting this position filled. They don’t want to come across as too aggressive or pushy. My advice: If you have a plethora of resumes sitting unseen in your inbox, pick up the phone and call your recruiter. This will save time and free up some email space.
I have a few other suggestions for any hiring manager when it comes to URGENCY:
If you are the least bit interested in the candidate, interview them. If you like them after the interview, eliminate extra meetings. Have the candidate meet with anyone who has a hand in the decision. The point here is don’t prolong the process if you don’t need to.
If you like the candidate and want to make an offer, make the offer. Don’t ask to see more candidates because you want to find that “perfect” candidate. If you like the candidate, trust your instincts!
Communicate with your candidate and/or recruiter. Keep them updated throughout the process. This builds your personal credibility as well as your companies’ credibility.
The average candidate gets multiple offers. You want your offer to be the one that the candidate accepts!
Lauren Piper CIR, CSSR
Lauren, Recruiting Manager, has been employed with Celebrity Staff for a little over five years. She recruits and places both active and passive candidates in a wide range of positions while managing a team of Recruiters for the region to include the locations of Omaha, Lincoln, Kansas City, and Des Moines. Lauren is an active Ambassador of the West Des Moines Chamber of Commerce and sits on the board for Central Iowa Society of Human Resource Management as the VP of Young Professional Engagement and College Relations. In her free time she enjoys spending time with her husband, doing house projects, practicing yoga, and participating in recreational sports.