I’m the first one to advocate the proper vetting and “face-time” with a candidate and their prospective new employer. It is vitally important to those sitting on both sides of the table. But I think there are some boundaries that organizations must follow to avoid losing a GREAT candidate to analysis/paralysis.
Question: How much “face-time” is required to give both the candidate and the employer a chance to assess their ‘cultural fit” with the organization? Some hiring managers want the new recruit to meet with peers and other managers or executives in a single pre-offer visit before making a decision while others want the candidate to meet serially with different members of the organization, involving candidates making multiple trips, adding additional costs to the organization while creating serious risk factors in the search process. How much is enough?
When a search firm is hired to conduct a senior level search – they also conduct their own vetting process in an effort to create the best match to the specifications of the job. The client should have multiple highly qualified candidates to choose from and matching “cultural fit” should be fairly straightforward. So why take a process and make it more complicated? I don’t get it.
There seems to be a false sense of security in this labor market that slows the search process to a painful grind. The HCIT market – while not insolated from the overall economy is about to experience explosive growth. I’m not suggesting that you should shorten a normal search timeline. I would never suggest that to any of my clients. However, if you find the ideal candidate that can get the job done, add value to the organization and has the ability to integrate with your existing team – Make a decision. Before the market heats up – pull the trigger, start the on-boarding process and let the new hire get started.
I think Lincoln (I AM A HUGE FAN) said it best – ““Good things come to those who wait but only the things left by those who hustle.” Abe was right!