If you do not plan your recruitment campaign, it will often lead to frustration and failure to hire the right person.
A client recently called me up saying ‘we need to hire someone at Director level and can I have three CVs to them by Monday please. Oh and they must have this skill and that skill and be based locally and available to start right away’. What?!
This is definitely going down the ‘risky road of recruitment’. Embarking on a recruitment exercise in this way usually results in the process taking a lot longer than expected, it is a lot more hassle for the company who is hiring, and inevitably, it costs more in wasted time and effort.
For a recruitment company to do a good job, we need to find candidates that fit from not only a business functional and technical competence perspective, but also a company fit perspective. This all takes time in preparation. The recruitment company needs to understand all factors that come into play to ensure that there is a good overall fit: the candidates must be right for the role - and role must be right for the candidates. Mismatch means more time wasted by busy executives – not to mention the frustration factor.
Job specs only go so far: no matter how detailed they are, they are “black and white” – we recruiters need the full colour version.
When I meet CxO’s and the senior management team, the right type of person to fit that company becomes very obvious. When I meet candidates, I can then match the personality profile with the senior management team of the hiring company. Otherwise, it is a stab in the dark. The chemistry has to be right – otherwise the hire will not happen.
The benefit of doing the job properly is that almost invariably it saves time in the longer term. The quick and dirty approach will often mean that companies spend a lot of time interviewing candidates that do not fit. The candidates may look great on paper, but there can be a multiple of reasons why there may be a mismatch: aspiration mismatch, personality mismatch, personal circumstances mismatch etc. Before you know it, weeks and months slip by, no hire is made and lots of time is wasted.
So why do companies do it? Well, busy executives always have competing priorities, and if there is an opportunity for a quick fix, they are going to take it.
I have had a few colleagues over time who were in the armed forces. They are all fond of the PPPPPP adage “Proper Planning Prevents Piss Poor Performance”. It is so relevant to recruitment.
Fail to plan at your peril.
Jonathan Ross - executive search consultant. Welcome to my blog: articles for companies who are recruiting, people who are looking for a job, and some of my observations about recruitment, business and the economy.