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Recruiting Fast in a Cautious Environment

recruiting fast

Staffing for federal government contractors can be a long, difficult process. The time and effort is further multiplied when it comes to information technology fields. The national average to fill an IT position takes anywhere from 33 to 48 days, according to the Wall Street Journal. The days that pass when trying to fill any position can cost thousands of dollars, not including recruiting costs. How can you maximize your recruiting efforts to ensure you make the best hire quickly? Find out below with these three tips.

Be Transparent and Flexible

Saving time during the hiring process is a goal for all, especially those filling an empty position. Due to this, the importance of hiring the right candidate can be easily forgotten. One key to hiring the right candidate is to simply be honest and transparent.

When a potential employee understands a position, they reach proficiency quickly and can be implemented in the workplace faster. Hiring the right employee can be just as pivotal as the speed with which they are brought on board. The last thing wanted is to have to fill a position twice. To avoid repeating the process multiple times over, don’t forget to give:

●      A salary range; make sure they understand what benefits are included and all the ways they are compensated

●      Job expectations; what will they actually be doing on a daily basis?

●      An idea of who they are working with; who are their coworkers and how does the department approach projects?

Offering flexibility to potential hires can also make a world of difference. If given the choice, 67% of Americans would choose flexibility and shorter hours over more pay. If possible, be flexible in the hiring process. Offer candidates opportunities to have interviews during non-business hours to better fit their schedules. Provide opportunities to understand what is important in the workplace. Will they think it’s just another job or a real step in the right direction for their professional and personal life?
 

Tweet This: 67% of Americans prefer flexibility & shorter hours over more pay. Would you consider offering this?

 

Read more: The Hybrid Recruitment Strategy Great Staffing Agencies Follow

Know How to Leverage Value

Being able to show value beyond the paycheck can impact how candidates view an open position. For example, work life balance for some can be the one necessity that pushes a candidate to a company (or away from one). At least 45% of tech workers want more of a work-life balance than their current job affords them. Drawing in a perfect candidate quickly can be as easy as highlighting the benefits of a standard 40 hour work week.
 

Tweet This: Drawing the perfect candidate quickly can be as easy as highlighting benefits like this:

 
Nearly four in 10 workers report logging 50 or more hours on the job in a given week. The incentive of working 10 fewer hours a week can be more than enough to bring new hires on fast. Making evident of paid holidays, or offerings of more holidays than their previous job, might interest a new applicant or sway a passive candidate to accepting an offer. Remember that some things are out of your control as even the possibility of a shorter commute time can be a deal breaker.

Another difference between the private and public sectors is reasoning behind the work. For those switching to a public work environment, it may be the first time their work makes a difference outside of a company’s bottom line. Knowing that their work could impact millions on a daily basis is an incentive in itself. Understand what they previously did and use that information during your negotiation process.

Tip: Your potential new employee needs to understand what they are getting into, both the positives and the negatives. Highlight the job and its opportunities but don’t hide anything that could potentially bring in the wrong employee.

Read more: Why Investing in Corporate Wellness Provides Great Returns

Be prepared to hire

A hiring process can take days, weeks or unfortunately, months. In the case of days, companies need to ask themselves if they are ready? One of the biggest missteps any company can have during the hiring process is not being ready for their new hire. Are you prepared for that new employee to walk in the door and sit at their desk for their first shift? If you’re disorganized, your new hire will feel it and might even get the impression they are a bother. If you’re recruiting, be sure your team is ready to onboard and train.

Starting the hiring process too early can have a negative impact on a company. Current laws and regulations and any changes in laws relating to the field in which the new hire will be going into needs to be known. Taxes, sexual harassment and workplace safety all need to be understood. A background check process needs to be ready to go. Understanding the recent DOL ruling and how that impacts salary negotiations can be pivotal. The less prepared you are to make a commitment to a new hire, the longer the process will take.
 

Tweet This: Getting an #employee onboarded at just the right time is important. When do you start onboarding?

 

“Give me six hours to chop down a tree and I will spend the first four sharpening the ax.” ― Abraham Lincoln

Read more: You’re Only as Good as Your Last Hire

Speed is key in many positions, including hiring to fill positions. Finding the perfect employee fast can save thousands, but finding the wrong employee fast can cost thousands. We have zeroed in on the best practices so we can offer you the best staffing opportunities possible. If you need help with resume sourcing for a proposal or assistance to get a billable spot filled, we are more than ready. We offer IT staffing for federal government contractors that works, see what TalentGOV® can do for you today!

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