The Shelf Life of a Candidate

Bringing on a new hire is a big decision, and your natural tendency will be to take your time and get it right. You’ll have multiple steps in the recruiting and hiring process – that’s why you engage a professional recruiting firm, right? But beware of having so many obstacles, or such a long window of time for your hiring process, that you run the risk of losing good candidates. 

A candidate is like a container of milk … there’s an expiration date. And the stronger the candidate, the shorter the shelf life.

We see this over and over again. A client will say, “We love him. He’s perfect. Can you send us three more to compare him to before we make our decision?”

Yes, you want a process in place, and yes, you always want to vet candidates appropriately. But if the winner is sitting in front of you, don’t throw up more roadblocks. Make the commitment.

A reasonable interview process consists of two onsite visits coupled with online testing or assessments, all taking place in the course of about 10 days. If your process drags out over 20, 40 or even 60 days it’s time to make some changes. Those delays will cost you your shot at landing the best and brightest of the crop.

No one wants sour milk, and no one wants to miss out on top-notch recruits. Talk to a recruiting professional about streamlining your hiring process so your prime choices don’t expire.