Bradley-Morris Client Best Practices
Speed Kills (Your Competition)
It is hard to overstate the importance that speed, and the preparedness that is required for speed, plays in having the highest degree of hiring success. The two elements that play most prominently in this equation are second interviews and offers:
- Second interviews:
The key step here is moving quickly to cement second interviews. Military candidates are in a state of transition with firm dates when they must exit the military and be ready to enter the corporate world. Companies who acknowledge and cater to this need with prompt second interviews (if required) will gain a hiring advantage.
In addition, military candidates will, in virtually all cases, equate the speed of a second interview date (not to mention how quickly offers are extended) with a client’s interest in them.
By that same token, nothing can take the wind out of a candidate’s sails faster than having to return for a third interview, or go to a second location for another visit. Unfortunately, this seemingly innocuous step can lead to doubts regarding how much a certain company really wants them.
All companies have hiring processes that must be negotiated. However, those companies which have streamlined (and adequately communicated) their steps have a distinct advantage. - Offers:
Speed again plays a crucial factor. It is tough to overemphasize the value in a candidate feeling that you were so sure about him that you made him an offer immediately after his visit.
Also crucial here are deadlines for position acceptance. Once an offer is made the deadline to accept or decline should be a firm one. Verbal offers within 48 hours of a site visit with a five business day response deadline have proven a very effective rule of thumb for successful clients.
Key survey quote:
“Want to give yourself great odds of landing the candidates you want? Make them an offer before they leave your facility. If you can’t do it while they are still there, then call them at the airport after everyone has convened to discuss their impressions of the candidate. Know ahead of time that this is what your goal is and structure the interview process with this goal in mind. Include an internal end-of-day wrap-up meeting on the schedule where these decisions are to be made. Then have someone deliver the offer while the candidate is still there or is still in town.”