The Importance of Maintaining Momentum in the Hiring Process

By Tim Dare, Managing Director, Mosaic Search & Selection Ltd

The hiring process is typically thought of in simple terms: you, the employer, post a job ad and sit back, twiddling your thumbs as you wait for the perfect candidate to turn up on your doorstep. Of course, the reality is a lot more complicated, particularly when it comes to senior positions.

At Mosaic, we specialise in headhunting senior executives and specialists with huge amounts of experience. Over the years, we’ve seen hundreds of candidates move successfully through the hiring process and accept the offered role. In some cases, though, a lack of momentum has led candidates to pull the plug, backing out before the client can make a final decision.

Here’s how to stop that from happening.

Understand the calibre of your candidates

If you’ve employed a headhunter to carry out an executive search, understand that the people who make it to shortlist are highly experienced and qualified, able to bring something to your company that it currently lacks. For this reason, an atmosphere of mutual respect should be established from the word go – so don’t waste their time, give them false hope or ignore their calls.

Consider their point of view

Many headhunted candidates will have been approached out of the blue and asked to consider leaving their current position in favour of your company. In your eyes, it may seem like a no-brainer – in their eyes, it can feel like a huge leap of faith. If you encounter a headhunted candidate who’s the perfect fit for your role, don’t assume they will accept your offer. It’s your job to sell the position and your company.

Keep the interview process moving

Once a shortlist of headhunted candidates has been drawn up, the client should be ready to take interviews as soon as possible. Why? Because with senior candidates, there’s always the risk of a counter-offer popping up from their existing employer. If they’re actively seeking work, they may also find another role. Or, they may simply lose interest, the longer the process drags on.

Once you’ve made a decision, act on it

You may think that deciding to hire at the end of a lengthy interview process is the easy part. But remember – these are candidates who typically have more than one option. Make the offer as soon as possible and, once they’ve accepted, send out their contract. The longer you leave them waiting, they more likely they are to look elsewhere.

A Mosaic case study

The Mosaic Search & Selection process is designed to identify the best candidates and match them with their ideal position – but sometimes, it just doesn’t work out. One Mosaic candidate had three interviews over four months, but after finally being offered the role, was made to wait a further three weeks for a contract. The result? They pulled out, feeling that this experience reflected poorly on their potential new employer.

While the hiring process should never be rushed, it should always maintain its momentum; without that, you risk letting your dream candidate slip through your fingers.

Get in touch today to discuss how we can help you find your next critical hire!

 

Mosaic Search & Selection Ltd.  Experts in Executive Search.

Tel: Cheltenham Office +44 (0)1242 239147, London Office +44 (0)203 872 6500

Email: info@mosaicss.com   mosaicss.com

 

(c)Mosaic Search & Selection Ltd 2017