It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most adaptable to change. – Charles Darwin
Change. Adaptability. Paradigm shifts.
These words are positive, but in this current global pandemic, they have become cumbersome. Change has unexpectedly defined 2020 thus far, so we all- including companies- must adjust accordingly. How are you considering change and adaptability in light of on-boarding new hires? What steps are you taking to speed up the hiring process and bring on the critical Information Technology (IT) talent that you need?
If there is one thing that will always stand true, it is this- if you feel that a candidate is a good fit for your organization, the company right down the street feels the same way. IT is a candidate-driven market. The unemployment rate in IT is much lower than the national average, leading to high competition in the candidate market. The quicker you get a candidate in process and set up for phone screens and interviews, the better your chances of making a hire. This helps to ensure that you get a chance to properly assess the candidate’s skill set and attitude and that you do not lose them to a competitor down the street.
When working with truly engaged and motivated hiring managers and organizations, we are seeing full-time candidates on-boarded in less than 6 weeks and contractors on-boarded in less than 2 weeks! By keeping the hiring process moving, you are showing candidates that you are genuinely interested in them joining your team. Thus, you move to the top of their interest list as well. And frankly, you are gaining more time, attention, and efforts from your partnering recruiting firm as they prioritize your role! When you make a conscious effort to keep the process moving, then the recruiting firm will respond in the same manner.
Through this time, we’ve partnered with several companies that are successfully on-boarding candidates. Here are a few ways in which they have adapted their process:
1. Quickly making decisions on quality candidates VS seeing what the market might bare if the role is left open.
2. Hiring candidates based off of essential skills, energy, and aptitude VS trying to find a candidate that checks off all of the boxes.
3. Making decisions through virtual interviews and having candidates start remotely.
4. Establishing a clear, remote on-boarding procedure for the most efficient and smooth transition into the company.
Where is your organization making changes to ensure the success of the IT department?