5+ Things to Consider When Building Your Hiring and Interview Team

Remember that YOU, the hiring manager, are ultimately responsible for all the actions taken when making a hire. This includes the actions of recruiters, support staff and interview helpers.

Why recruiters?

You have a responsibility to work with your recruiting partners by providing them with the specifics of what you are looking for, the feedback on information submitted and building a partnership to ensure success in finding your next A Player. Take time upfront to develop the ideal candidate summary, then take time to screen resumes together. If you do this at the beginning of a relationship, less will be required in the future to have the results you want.

Choose your recruiting partners carefully. Remember they are the message of your brand (the company’s and yours personally). A good recruiter is able to tell a story around a company that is compelling and easy to understand. This is how they are able to attract good talent to the interview setting. By working with them to educate them on this story, they can bring in better candidates.

By having the questions below answered, your recruiting partner (internal or external) should be able to attract the right talent to you and deter the wrong talent from moving forward.  A great job description should make that happen:

1. What are the details of the opportunity and what are the reasons why someone should be interested in learning more about the job and the company?
2. Why is the role open?  If it’s an expansion position or free because of promotion, that is great, but what if it’s a vacancy?  Why should great candidates be interested in a role that didn’t work for someone else?
3. How will the person be trained, rewarded, compensated and evaluated in the new role?

A Hiring Team

Your hiring team should consist of yourself, a peer, your manager and HR. This is the minimum required for a quality interview team. Many of our clients hold off on interviewing with the hiring manager’s manager until a final interview, which is fine, but make sure they are involved in the process.

Each person will have a specific role in the process. If this person will have dotted line responsibility to another manager, add them to your interview team as well.

Once the team has been identified, it’s time for your first meeting. This is where the timeline is established for when you need this person to start. Remember that a quick hiring process is around 70 days. Start by putting an ‘X’ on a calendar on the day you need you position filled (person in the seat) and work backwards to establish the overall timeline. Your timeline must have flexibility in those areas that are the most volatile in the process. 

The Process

Typically you should put the most flexibility on the recruitment aspect of the search process. Why? Recruiting for a given job has the most variables of any step in talent acquisition.

In order to recruit top talent to an organization, the talent must be:

1. Willing to accept the call or email to learn more about the new job
2. Available
3. Willing to make a move
4. Enticed by the opportunity and Compensation
5. Contractually able to move to the new company (NDA / Non-compete)

Unless they fit into all the categories above, they are not a viable candidate for a job. This doesn’t even account for the most important aspect of the search, which is finding people who meet your 3 tiers listed earlier (Cultural Fit, Competencies, Technical Skills).

Many times, it can take weeks just to get top talent on the phone; for these reasons, you should give the recruiting period more leeway in the process timeline. We educate our clients on a 3-week window from start of recruiting until we can provide a slate of candidates to review. That doesn’t mean the recruiting is over; in fact, we don’t stop recruiting for a role until the new person has been on the job for 30 days. Sound crazy? Have you ever had someone start and leave within the first 30 days? It happens, and even the most rigid hiring plans cannot account for people’s actions.

Now, more than ever, it is time to get really serious about your hiring process.  Our team is here to help.

At Cerca, we are professionals working with professionals to fine tune talent branding.  If you are a leader looking to expand your team with professionals who are focused on delivering work in which they take pride, and you can be proud of, every day, then we would be privileged to help you in the process.  Having been pros ourselves in the fields where we focus, we know the ins and outs of the companies, the business and the customers.

Partner with the group that can talk shop and gain rapport with the pros who will lead your business into the future. Let’s figure out what is going to help you in your quest to select those “A” players that will provide you a 10X return on your money. Just email me today at srivers@cercatalent.com, and we will begin the process of connecting you to Allstars that will help you set records.

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