Every company wants to know that the candidate they’re hiring is THE right person for the job. Who doesn’t? That makes perfect sense.

However, waiting around too long to hire that candidate . . . doesn’t make sense.

This is especially the case with superstar candidates. And that’s because they won’t stick around forever.

Superstars are still superstars, regardless of what’s happening in the economy. The best is still the best, and the rules for recruiting and hiring them remain the same. That being said, below are some reasons why the superstar candidate you’re thinking about hiring is not going to stick around forever:

#1—They’re employed.

The superstar passive candidate is almost always gainfully employed and not likely to endure a lengthy recruiting and interviewing process. Why? They have plenty enough going on already. Losing their attention won’t be that difficult.

#2—They’re entertaining multiple offers.

It would be naïve to believe that your company is the only one wooing a superstar candidate. With their skills and talent in demand, time is of the essence. If you don’t move quickly enough, somebody else will.

#3—They’re accustomed to moving quickly.

Many superstar candidates are “movers and shakers,” doers who thrive on constant motion and progress. Saddling them with a molasses-like process is more than likely going to turn them off.

#4—The bottom line: they’re not engaged.

Superstars have to feel engaged throughout the process. They must feel as though the company has genuine and urgent interest in them and that the company is willing to act upon that interest. It’s your responsibility to keep them engaged . . . not the other way around. If you don’t, you risk losing them.

So—how long should the interviewing and hiring process last, then? At the most, it should last four weeks, from beginning to end. If it’s any longer, the chances that you’ll lose your superstar candidate increase dramatically. In fact, some industry experts believe that one in every two such candidates drop out of the process after four weeks. That’s an eye-opening percentage.

Keep the length of the recruiting and interviewing process to no longer than four weeks and keep A-level and superstar candidates engaged throughout that process. If you can accomplish those two things, you’ll have an edge over your competition and a much better opportunity to acquire the talent you need to make a difference in the future of your organization.

If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.

We also invite you to click HERE to find out even more about the many services that we offer to employers.

By | 2021-10-01T15:23:05+00:00 October 6th, 2021|Hiring|0 Comments

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