As the competitiveness grows in the markets, the search for human resources that add value to the companies’ operations and strengthen the staff becomes an auspicious mission for the HR leaders of any organization, especially for those that operate in areas where the lack of resources is most felt, such as technology.
Those who work in human resources departments know the importance of the recruitment and selection process for the growth and sustainability of a company, and also know that to get to the best professional profiles it is necessary to have a recruitment and selection strategy with “head, torso and limbs”, as simplified and agile as possible. However, this ideal scenario is not always possible to be set up for countless reasons, ending up compromising the strengthening of teams, or even the process of locating a specialized professional profile that can be perfect for any profitable project. And it can even happen that the competitor arrives first near our professional with a better proposal.
The fact is, the speed at which everything evolves in the business world leaves no room for the managers who are less daring or who still cling to old, obsolete, and time-consuming recruitment processes. And one thing is certain, when it comes to reaching the desired profile in the first place, we cannot forget that the clock is ticking.
The difficulties on the reach of the perfect candidate
After the business conveys that it needs a certain profile to guarantee/reinforce its competitiveness, the HR manager immediately recognizes that there is a long way to go, abstracting himself in a process that at first sight is like climbing Everest Mountain, because the stages of attraction, screening, questionnaires, interviews, tests to candidates are too demanding on time and in attention. The truth is that in each one of these stages, time is the most important thing. Not always the business can wait until the decision is reached without compromising its strategy and the investment plans, running the risk of another recruiter appear on the process with a better proposal or greater negotiation agility.
5 risks of the slow hiring process:
1 – Increased hidden costs to the business – the time lost between interviews, studies and analysis implies that the professionals in the company that are managing these processes are not performing other functions with more impact on the business. In the end, if the process drags on indefinitely this time spent can be translated into hidden costs for the business.
2 – Losing the best talent to the competition – slow hiring processes don’t advance at the speed of today’s business and get lost in meaningless evaluations and dispensable deliberations, forgetting that the faster they advance in the recruitment process, the more chance they have of hiring the professional.
3 – Increased salary offered at hiring (candidate auction) – getting to the candidate first may be synonymous with success. But if you get lost in recruitment processes full of commas, the candidate will most likely be approached by other interested parties and, consequently, have access to other more attractive proposals, which will open the door to other salary values or benefits.
4 – Reduction in productivity and revenue – by taking too long to choose the candidate, companies accumulate revenue losses, which result from the inoperative position in the company’s production chain, be it in the commercial, technological or other. The companies’ productivity is the result of the team and if a position becomes inoperative this means that there are associated costs that will be calculated in the end and could impact negatively on the business.
5 – Damage to the company’s image – being seen in the market as a slow, complex and not very proactive company is not desirable. In recruitment processes, the company’s image counts a lot and the echo that is made of that image, on social networks or even among your peers and in word-of-mouth, can be decisive when it comes time to hire or be chosen for a spontaneous application.
Stop losing candidates!
The solution for candidates not to run away from your company and the thousand and one interviews, analyses and tests is to streamline the recruitment strategy drastically or, on the other hand, to resort to those who do this process well, with specialized methods, platforms and professionals and, above all, who provide good experiences to the candidates. With structural support in more than 22 countries, Conquest One recruits technology talent for permanent or temporary positions, remote or on-site. Conquest One finds the most suitable talent for the needs of each company and each function, in a timely manner.
It is therefore possible to conclude that organizations that want to be in the future should not get tied down by long and obsolete recruitment processes and should look for new alternatives that streamline their strategies in this area, namely through partners with specific skills in this type of process. Because a good selection and management of people is important for the success of an organization.