Ask These Six Questions to Determine Your Hiring Objectives

Ask These Six Questions to Determine Your Hiring Objectives

You’re ready to hire your dream employee... today... or even yesterday. People at your company have been asking for more help, and the need to bolster up your team is long overdue. You know what role you need to fill, but actually finding that right person is the big challenge

As experienced recruiters at 1H, we often see companies diving head first into a new job search with unrealistic expectations and without a clear plan for how to ensure success. External recruiters like us add value by sourcing great talent and guiding clients through the hiring process. That said, bringing on an outside recruiter in itself is not an instant fix. It’s important that a company work closely with that recruiter upfront to go into every search as a team, because there are some factors that will just fall out of a recruiter’s hand.

Our team has put together a short list of questions for your team to consider before you even begin to post a job or talk to candidates. And even if you are not working with an outside recruiter on a search, these questions will help you establish reasonable objectives.  

1. Are we prepared for a long-term search or do we need someone right away?

In 2017, Workable broke down time to hire by function. Not surprisingly, finding a qualified engineer takes the longest- an average of 60 days to hire. Sales, marketing, and IT roles aren’t far behind, at around 50 days to hire. Before you get started on writing and posting job descriptions, talk with the internal team to see how long you have to fill the position before operations suffer. If time-to-hire is an important consideration, your hiring team needs to set specific goals related to candidate follow-up and scheduling to move people through the pipeline as quickly as possible. Don’t forget that time-to-hire also impacts candidate experience, so prompt follow up will benefit both your team and your employer brand.

2. Are we willing to make an offer to the first candidate if we love him/her, or do we want to pick from a larger pool?

Your answer to this question will guide how you choose applicants to move forward in the pipeline. It is not uncommon for hiring teams and department heads to want to interview a handful of applicants for a position to directly compare the talent in the market and ensure that you’re offering a job to the best-qualified applicant. If that is important to your team, then you’ll want your objectives to reflect how many qualified applicants you’ll want to move into the interview phase. However, if your team is focused on finding just one qualified candidate, then you have more freedom to qualify candidates upfront and send only the best to the interview phase.

3. Are there any candidate deal-breakers that need to be addressed from the beginning?

Are you unable to pay for relocation or unwilling to hire someone without a specific certification or degree? Make sure that every member of your hiring team knows what your deal-breakers are upfront to set realistic objectives about the candidate pool to which you have access. For example, if you’re looking for someone local, you’ll need to set salary and requirement objectives consistent with your local talent pool and offer a realistic timeline to the team based on job-demand in the area.

4. Are we going make the hiring decision alone, or do we need to make a case to others in the company?

Who signs off on the hiring decision impacts your time-to-hire, your hiring team’s workload, and the extent to which you rely on department heads for feedback on the candidates you interview. Coordinate with company stakeholders when setting objectives that deal with time and requirements. The last thing you want is for the final decision to stall because a department head hasn’t budgeted the time to look at the final candidates’ resumes.

5. Will we place higher significance on employee referrals compared to outside applicants?

Employee referrals are a great way to put a face on a resume, but use them carefully, or you can give candidates the impression of favoritism, which negatively impacts your employer brand. Evaluate how much significance you want to attach to recommendations from your current employees, and make sure that you don’t alienate great candidates just because they have no connection to your company.

6. Do we have a relationship with a recruiter in the space that could find a new-hire quickly and efficiently?

Should you go the route of bringing on an external recruiter, think about existing connections you have. If you have a relationship with a recruiter in the industry or your local area, they can help connect you to their network of qualified candidates that you might not be able to access on your own.

After you consider the above questions, try to establish 5-6 objectives that are most significant to this specific hiring process. Make sure that your team and any external resources you hire keep them in mind from the first job posting to reviewing candidates to the final offer letter.

Like any other project you take on, hiring can be a lot less stressful and a lot more successful by investing the time upfront to prepare everyone on your team. And that includes preparing your recruiter, internal or external.

And before you assume that your company’s budget is not ready to pay a search firm, think again. 1H Recruiting takes a unique approach with our hourly pricing model to give you access to trusted, expert recruiters without paying huge fees. The 1H difference helps many companies enhance their hiring results with a far more efficient and transparent model than the traditional agency model.

Good luck!

5 Simple Tips to Get Better Candidates in Your Door

5 Simple Tips to Get Better Candidates in Your Door

Three Fundamentals of Working with an External Recruiter That You Should Know

Three Fundamentals of Working with an External Recruiter That You Should Know