¶ The Importance of Speeding Up Hiring
You're listening to the Hire Calling podcast , your source for all things hiring , staffing and recruiting . I'm Pete Newsome , joined by Ricky Baez today . Ricky , how are you ? I'm doing good , pete . How about yourself ? I'm doing well , ricky . At some point I just have to say it's Pete and Ricky and then just be done with it .
The introduction yeah , it's the same thing every time .
I mean , it's not like we didn't ask how we're doing before we started recording , right ? We just want everybody else to know that we're cordial with each other .
That's true . If you stop and think about it , there's absolutely no reason for me to ask how you're doing . We've already established that prior to hitting the record button . But nonetheless , here we are back for another recording to talk today about speeding up the hiring process . That's an important thing .
Why will we want to speed that up , Pete ?
Lots of reasons , Lots of reasons . Yeah , one thing I'll tell you is candidates certainly will appreciate it .
We know that because , boy , you don't have to spend more than a couple of minutes on LinkedIn to see a whole lot of frustrated candidates out there these days who are trying to find a great job and it just doesn't seem to be happening quickly for them .
Well , I mean , it doesn't right . And then there's a lot of recruiters that have a lot of their mind and a lot of things that they're juggling . That's not an excuse , but you're right , You've got candidates out there who are out there waiting , and while they're waiting , other things can happen , which that's what we're going to dive into today .
Right , the importance of speeding up the hiring process . That way you don't lose out on great top candidates .
So let's just start with talking . What are we talking about really ? The time to hire . It's the time between when you make a decision that a job needs to be filled , you have an opening that's new , a replacement for someone . You post that job . How quickly can you get someone in the seat ? How long does it take ?
Let's talk about the average , and the average has been going up . What do you think you know what the average is ? If you're listening to us right now , stop and think . How long do you think it takes for a company to fill an open position ?
We'll wait and then we'll answer . Well , I'm going to go without looking at any stats . I'm going to go with when I was leading a team of recruiters and the KPIs I had for them and what I told them on average 30 days beginning to end from opening to executing a job offer and accepting that job offer . Beginning to end four weeks 30 days .
Now we know there's a difference between how a corporation would measure that with their internal team and how a staffing company , a third party , would measure that .
All very different .
It can be a long time for some jobs . The average , according to the Society for Human Resource Management , is actually 36 days , but studies have shown 44 , or maybe even 50 days . Now we think that's changing for a number of reasons . Why do you think it's evolving and going higher ?
Well , I think , wow . So 36 days , so five weeks .
So I think it's going higher just because the lower the unemployment rate as it keeps trending , lower the less able bodies that are out in the workforce looking for work and the less talent that recruiters have to work with , the higher the time to fill on average would come to be , because the less people that are out there , the more work the recruiter has to
do to fill those positions . So I'm thinking it's unemployment you think so .
I think it's more about companies right now being hesitant and very cautious in making any decisions . So , even though the hiring need is there , they're not pulling the trigger as quickly , and that is something that a lot of staffing companies are experiencing right now . We talk , we share information and it's very common Companies are slower to pull the trigger .
Now you're smiling big at that . Why so ?
I'm smiling big because Pete on this show . For the past couple of years , we've talked about how organizations go on this humongous hiring blitz , only six months later to figure out they've overshot their goals and now they have to lay people off . So I'm smiling because I'm like did organizations learn their lesson ?
Are they now being more cautious , instead of following somebody's trail that they blazed to hire people left and right ? What happened ?
I think a lot of it's reactive to your point . We saw that happening a couple of years ago , post-covid , and the hiring craze that was happening , where companies were paying giant salaries , bigger than they needed to Now being in the recruiting space .
We saw that very prevalent in our industry , where recruiters with very little experience were getting offered the opportunity to work remotely giant salaries . Amazon , facebook at the time , metta , if we're going to call them that now I guess they were throwing huge salaries out there and it flooded the market with new opportunities in .
A lot of people jump ship and now the pendulum has swung back .
This happens , the need is no longer as great as it was , and so companies are reacting differently now , and I think the economic uncertainty that we're facing continues to be an issue where companies just continue to sit on the sidelines with a lot of things and watch and wait to see what's going to happen , and hiring is part of that .
That's my perspective on it .
So , for the sake of everybody listening , because you and I both know the answer to this question , but I'm going to ask anyway , that way they can be a part of the conversation . Why should we care if we fill a position quickly ? Shouldn't recruiters and organizations take the time to make sure they got the right candidate ?
They should , but they have to balance that against the negatives of waiting . A prolonged hiring process leads to other problems , so let's just talk about those . One is there's a cost associated with a vacancy . We call it cost of vacancy . You have to know what that is .
What happens to your organization as long as that position remains unfilled and we have a recent blog post on fourcorneresourcescom about it I encourage everyone to check it out because it actually lists the calculation . I'm not going to try to describe that verbally , it's a math .
Verbal math is no fun , but there is a cost to not filling a position and there's losses that happen . Maybe it's customer service declines , maybe it's a loss of productivity , of sales , not to mention the true burnout that happens from your other employees who have to share the load . So those are the hidden costs , if you will .
Even though they're real numbers , companies don't stop and consider those things . Some do , I think most don't . What's your take on ?
that Most do not . Most do not . And I actually got a quick story on that , pete , because when I was in corporate America and I was working for Searsome Improvement , we were trying to figure out look , we're not offering enough , we are not offering enough to make sure that we fill the positions that we set out to fill .
And back then I think I had to fill 500 in one calendar year and that was at a time when unemployment was really really low at that time . So the best way to convince senior leadership is to translate that problem into numbers .
So instead of saying hey , we're not filling positions and they're like , well , we're doing the job with the people you have , you have to convert those vacancies into lots of productivity . So , long story short , we were able to figure out for every empty seat per hour will cost the organization $1,000 per hour , every empty seat . So once they per hour .
So once they were able to see that , like whoa , we're losing how much , okay , here's a check , what it ? Whatever you need here you go right . So you have to articulate that now as a recruiter , a recruiting manager . After you're done articulating that and they give you those funds , you better perform , you better perform right .
You better put your theory to the test . So yeah , it's the best way to get Executive leaderships . Attention is to focus on the lots of productivity and how much that vacancy is costing them perfect .
So Pitfalls of a prolonged hiring process . We know that it adds to the . There's a cost of the vacancy that has to be considered . We know that it puts a strain on your other employees . You're going to lose top candidates . Oh dude that's candidates don't stay available . We know that too .
So these are things that have to be considered if you're going to Take it seriously . So what else ? So we cover all the bases . I mean , that's enough justification . Any one of those things , in my opinion , is Justification enough .
Well , it is . It is especially what you just said as far as losing top candidates right , the idea that corporate America had 20 years ago that Candidates should bow down at the opportunity to interview for this , for this position that that's no longer relevant now . Top , especially top talent . They have options and you know what .
They don't have a lot of patients and they're gonna go somewhere else . You know who doesn't have options and options and all the patients in the world , your D and C level candidates Correct , that's who you're gonna be stuck with if you're , if your process is too long for comfort .
Well , it comes down to supply and demand . Yeah so if you're willing to settle for subpar candidates , then take as long as you like , but if you want the best available , I don't know government sit on that .
And and let me tell you as a third-party recruiter , nothing is more frustrating than when we have the ideal candidate , and you know it when you see it . You just do anyone who's been in recruiting for a long time . When you have that just perfect person , you know they're going to get hired .
If they have an opportunity to interview , they're interested in the job , the timing is right means the stars are all aligning . And then you have a Client on the other side who's slow to pull the trigger and has a delayed process .
It is a deal killer and nothing is more frustrating because you know that this great candidate is not going to sit on the sidelines very long . They're going to have opportunities come their way . So if if you're listening and you are someone in a hiring position , don't delay . That's right . Act , delay , act .
That's a message now that now that's the strain on . Actually that that's what happens for external candidates . But what happens also is , at some point the job has to be done right , the vacancy is there and whatever , whatever duties needs to be done in that vacancy Somebody else has to do is .
So the longer you take and making sure you fill that role , the more strain you put on your current Resources and guess what happens . That creates burnout , and the more burnout employees have , the bigger job a recruit is going to have , because turnover is just going to go up . If the burnout goes up , turnover goes up .
So let's start with the . Let's talk about what you could do about it . Yes , so how can you improve your hiring processors ? A number of ways to do it . One is to take advantage of Technology that exists .
¶ The Impact of Technology on Recruitment
Now . I would tell you and I say this often that some of the technology that we use today has made us worse as recruiters collectively , as significantly worse , because it makes it too easy , and what I mean by that is you can post a job and have Thousands of applicants in a very short time frame .
Now , that sounds great , but the practicality of that is something altogether different . You don't have the ability to thoroughly look at that many , and I would Say that maybe you don't have the ability to look at them at all . So what does that mean ? It means that you're going to .
You're going to risk having a lot of unqualified candidates Because it's easy for them to apply . Right easy to get the applicants , easy to apply , very low barrier . People disregard the the job description .
So we can talk about job descriptions too , but that only matters if people pay attention to it and what happens , is the the best candidates you know to get buried in that , in that giant stack . So that's a , that's a challenge . But take advantage of technology but also understand its limitations .
Correct . So it's especially with AI these days where I I know a lot of recruiters are using AI to assist them in the sourcing process .
Now here's the thing Notice I said assist , not take over , right , ai it's still in its infancy stages and you still need a human being to really go in and make sure that you're checking for the right Things and you have to make sure that you don't fall into any legal pitfalls , right , that AI just doesn't take a look at .
So you have to use technology as a tool to help you source and recruit , not not as the tool to source in recruit . There's a big difference there .
But let me put you on the spot as an HR professional . Talk to me what , how much of an obligation do you believe that recruiters have to address every resume that comes in ?
Address every resume that without any kind of of AI help just in general .
So , they've put a job posting out . Can it supply ? What obligation do you believe that that recruiter has to acknowledge and then address those candidates who've applied ?
I think 100% , and here's why . Here's why , before a recruiter can say this resume doesn't fit the bill , that's not what I'm looking for , they have to look at it . They cannot say this is not going to work without taking a look at it . Now , how long they spend on it is something different .
Right , on average , what 6 to 9 seconds A recruiter takes a look at a resume before they put it in the lab again . It's Friday , it's payday , right , we got to do math , right ? No ? But I mean , here's the thing . I think , 100% , 100% .
There's no other way a recruiter can make a determination whether this resume goes to the next step or not without taking a look at it for at least the minimum amount of time , or maximum amount of time , which is 9 seconds , to impress that recruiter . What ?
do you think ? I think it's unrealistic , because if you run that math out by the number of applications that comes in , that's all they'll spend their time doing is looking at resumes . So what we need and we're not going to fix this during this recording , someone needs to fix this soon is a bigger barrier to apply .
I saw a post on LinkedIn the other day I don't support this , by the way . I don't think it's practical in any form or fashion but they said can it have to pay to apply to a job ? Now , that's silly , but what I do find interesting is if there was a way to it has so off topic , and I probably just got to cut this .
It wasn't me , I promise , it was you , pete . So we know that there's bot traffic everywhere if you're on Twitter , any social media account , and there's a guy named Michael Saylor . Do you know who Michael Saylor is ? I don't .
He's a CEO of MicroStrategy , a very successful company , and he's a big fan of Bitcoin , and we know that Bitcoin can be as divisible by 100 million .
So basically , you can take the smallest of increments , a fraction of a penny , and have a Bitcoin transaction with it in theory , and his suggestion was you have to have these microtransactions to prove that you're a human . And so what if someone ?
It was almost like a merit-based system where someone had to do more than just have one click to apply , where it wasn't that simple . That's what I would like to see not to charge anyone , but to have a way that you have to stop and pause and decide whether you really want to apply .
Now LinkedIn has an interesting system for in-mails , which you're familiar with , where they give you credits and you get the credit back . You have a certain number of credits a month . You get the credit back if the person you send the in-mail to replies . Now that to me denotes relevance .
If you send out a lot of spam messages , no one will apply , but if you're contacting people for a relevant purpose , then they will reply at a high rate . Same goes for job applicants , if you only are applying to jobs where you have a realistic chance at getting it .
I'm not saying your experience and background has to match word for word the job description , but it has to be reasonable . That doesn't exist today on LinkedIn and there's no penalty for saying , yes , I have a degree . When you don't . Yes , I'm qualified for this job . When you're not , I have X number of years of experience .
You're just going to answer with no penalty today , and my contention is that that messes up the system for everyone else and , by the way , I'm not alone in thinking that but there's no barrier . I think we need a barrier , don't you ?
I just think it's funny that I know it's a meme and I know you don't subscribe to it , but just the rationale of the meme that people should pay to apply and I think that's hilarious . If I'm applying for a job , it's because I don't have money .
Absolutely . I don't have money , I agree 100% , but we have to go up with something . It's not going to be to pay for or apply . That's silly . But it used to take effort . It used to take writing a letter , sending a resume in the mail , even faxing it . I would argue that even emailing takes effort . One click apply takes no effort at all . That's cool .
That's the part of the system that's broken , so let's move on from that , because that's not speeding up anything , let alone the hiring process . It's actually along the podcast yeah , we just dragged it out . So take advantage of technology , but also understand its limitations . That's my message there .
Have a job description that is concise and spells out exactly what you need to the minimum you'll consider . Now we've just spent five unnecessary minutes talking about how people ignore the job description anyway , but I still think it's something you should strive to do by bees as clear as possible , and I like sharing the bad news too .
Right , say , the worst part of the job . If you know you're going to get flooded with candidates , try to eliminate that as much as possible . I don't know how much it helps in the current market , but you need to spell out the details on the job description to increase your chances of accuracy .
Well , I like that strategy , Pete , and the reason I like that strategy and you and I have talked about this before is because look , what's going to happen if you don't spill that out . Is the person you're going to go through the trouble of hiring that person , go through the process , only to find that six months later they're not a good fit ?
You wasted your time , you wasted your money . It's better for you to find out as quickly as possible whether this person is going to be a fit . You've said it on this show plenty of times Bad news early is good news . So you might as well talk them out of the job . That's why I like that rationale .
You talk them out of it and the people who are still there , they're going to be there for the right reasons . So I agree with that 100% . Now , is that streamlining , or does that ? Because I don't know if that streamlines the recruiting process . I know it helps you hire somebody who's going to stick around you for the long haul .
Well , I hope that . My hope , although unrealistic in many respects , is that candidates will see a job description and acknowledge that there's just not a realistic chance that they'll be considered for that role and will stop applying .
So in the not too distant past , just two years ago , when the market it was very much an employee's market you may write a looser job description to try to cast a poll in a lot of candidates . Now I'd say go the opposite Make it as concise as you can .
So while you could argue that that doesn't streamline the hiring process if you need to gather a lot of candidates , it does when it comes to matching the quality of candidate with the job that you're hiring for .
No , agreed . So , and coming from an HR consultant there , pete , I see so many times that job descriptions are 10 , 15 , someone that was 30 years old about two months ago and I'm like this is before email people . We need to be able I think there was something in there about a Daisy printer . If you don't know what that is , look it up , google it .
So , yes , you need to have really clear , really concise , straight to the point job description . Now , here's what that's going to do . It's going to attract the right people and the people who are looking for a job but they may not qualify and they may be , oh , I don't know . They're going to jump ship , right ?
They're not going to waste your time , they're not going to be in your process , right ? They're like oh , that's too much for me , I'm not going to do it . You're going to have those folks that are like the go getters either the fake it till you make it kind of people .
You got to watch out for them , right , because you got to make sure that you test them along the way to make sure that they are able to do what they say they're able to do , and that's what you can figure out through the interview process .
So start to touch off , but that you know . So it doesn't matter what they say on paper . That may get them in the door . But then you have to get through that and I think most candidates are pretty accurate in what they have on the resume . You think so .
You don't think there's a little bit of a , a little bit of a a a , a , a a a liberties in expanding on skill set . That happens in a regular resume .
I think it exists . I think it's at a candidate's interest to put themselves in the best possible light , of course , but I think blatant dishonesty on a resume is pretty rare . Only because it's going to come out and it's .
You'd have to be a crazy person to want to get an interview , take your time for the interview only to know that if you can't code and they're interviewing you as a coder , it's going to . It's going to not end well .
So for the most part , candidates are savvy enough to realize what their limitations are , but I would encourage everyone , of course , to put yourself in the best possible light . If you're not going to to your own whore , no one else will do it for you , no it's going to do it for you , You're right .
And then , and then speaking about interviews from a recruited perspective , another way that you're able to really streamline that process is to schedule the interviews as frequently as possible .
Now , I'm not going to go as far as saying back to back interviews , because then there's that delicate dance , right , Because you have to understand the time that it takes for the hiring authority to interview as well .
So if you do back to back to back interviews I mean if you , if you take a hiring authority the entire day on just interviewing , right , it's , you have to understand the time it takes away from those folks as well . So it's got to be a delicate dance .
Schedule interviews consistently , not back to back , but in my opinion it should be frequent enough that you have a steady flow of candidates to make a decision in a reasonable amount of time .
So let's let's identify the difference in high volume hiring versus hiring for one position . And maybe that would help explain when it's appropriate and when it's not so . If you are hiring for one position , I believe the recruiter's job is to only send one candidate at a time . Send the hiring manager , the person they're going to hire .
You won't be able to do that with a hundred percent accuracy , certainly not over time , but that's recruiting when it's done right . In my opinion . Now that means there has to be a really solid exchange of information upfront .
The recruiter has to fully understand the , the hiring need , what the manager's looking for , the culture , all of the hard and soft skills that go involved in making that hiring decision . But you don't have to have a lot of back to back interviews if it's done right . You shouldn't Now high volume
¶ Efficient Hiring Process and Candidate Communication
. I would support it fully to say if I need to hire 10 positions , I do want to book that extended period of time for the hiring manager or whoever's going to make the decision , to be able to do it rapidly . That to me , is efficient and speeds up the process .
So that makes sense , right , because you know , for the time for your exchange of course , I'm talking about the internal leadership for your exchange of time for interview , you're going to yield like 10 candidates , right , that you definitely need , especially like in a calls , in a situation , or even Amazon , right , because Amazon , it's November , it's about to be you
, you know what your parents , even your parents , pass away . You're not going to take some time off , right , because we are no joke with that . So , yeah , so there has to be a balance . But there's another one here , pete , that I really want to jump on . That . I think it's crucial .
Folks , recruiters , you have to train your interviewers , make sure your interviewers know exactly what they're looking for . They have to , you have to , you have to . Let me , I'm sorry , oh , technology , I put a thumbs up and a little emoji came up . What a time to be alive . Sorry , squirrel , no .
So you want to make sure that your hiring authorities know exactly who they're looking for . And you got to make sure , especially if you do back to back interviews , you got to make sure that interview number one still has the same attention , the same desire , the same energy as interview number 10 , right ?
So you got to make sure that the interviewers know that . Also , make sure that the interviewers only take notes . That has to do with the person's skills and whether they can or cannot do the job . So appropriate documentation should be in that training . The difference types of , of , not not discrimination is .
It's escaping me right now when you relate to somebody of a specific say , if , if , if somebody did answer a question really really really well and then , because the answer that question really really well , the other question , the answer wrong . It's not relevant because you're so high on how well this question I .
I . You're talking about an emotional connection of sorts .
Yeah , it's , it's , it's something and it's escaping me right now . I can't believe it's escaping me right now . Yeah , so you've got to make sure that you train the people who are interviewing to make sure they know exactly what they're looking for and they avoid any legal pitfalls .
So set clear , objective criteria . I think that's that's what we're looking for here .
You don't want to add a lot of subjectivity , yeah just to the hiring process .
You want to be concise and look if you you should . As a company , you should train your interviewers to know what to , how to handle it , what to look for . That's a that's the best route to take . Don't just send people in hoping for the best . That's . That's not a good approach .
And another approach is and I'm going to look both sides , so make sure people hear me clear communication when the candidate Folks , I guarantee I'm almost guarantee recruiters , that you will dramatically reduce the amount of ghosting that you get from a candidate if you communicate exactly what the recruit , the candidate , can expect , from the beginning of the interview
all the way to the very end , whether they get the job or not . Right , you lay out the map . Let them know where they are on that map . Let them know where they are on that , on that game board , right , a monopoly . And the more they know that , the more invested they are and the less likely they're going to ghost you .
They're going to see it through the end .
Can we talk about ghosting just for a second , because I feel like that word is morphed into something that I don't believe that it is . If you look on LinkedIn now , candidates are complaining that recruiters are ghosting them because they didn't respond to their job application . I don't think that's ghosting .
No , that's not ghosting .
Yeah , for a ghost to exist , they had to be alive at some point . So for ghosting in this scenario to exist , there had to be a relationship or a connection at some point .
Sending a one-click application does not establish rapport , that does not establish a relationship , and so to consider that ghosting , I think , is an unrealistic expectation and it really confuses .
The good reason that word is used is to discourage people from not following up and not communicating once they've been engaged , because that's really what we're talking about here is giving candidate feedback in a timely matter , but by sending a one-click application , that doesn't make you a candidate , maybe in your mind as a person who sends it , but not in the
company's mind . Back to the point we talked about earlier if you're receiving 2,000 applications , you're not building relationships with 2,000 people . It's just not going to happen and it's an unfortunate aspect of the job search process . It sounds harsh , but it is realistic and it would apply in any scenario in life .
So just because you reach out , doesn't obligate the individual to respond .
I agree , and yes , pete , that is not called ghosting . Actually , there's a scientific term for that . When you apply , when you as a candidate apply , and you get no response back , hold on , let me look it up . The scientific term or your credentials suck . That's what Google said . Your credentials suck .
Well , maybe , okay , I know you said that in . Just they're not appropriate for the job . And so look , if , if , yeah , michael Jordan as the best basketball player of all time . Yes , I said that . I .
Agree with me .
I agree with it . If he applies to be a neurosurgeon , his credentials aren't good to be a neurosurgeon . It doesn't take away from his greatness as a basketball player , but I'm not gonna let him operate on me . So that's what we're talking about here and so can't .
It's need to know that when you are eager to find a job and , and , and you're on the clock , you're gonna be , a lot of people will just take that shot and then try to apply . And there's a lot of career coaches out there who are encouraging people to apply to any and every job just to increase their odds .
And I'll tell you Definitively , it just lowers the odds collectively for everyone of their resume getting pulled out of the pile . So that's a different soapbox . I'll get off that now actually can .
It's , it's . I really think that candidates need to hear this piece . They really do . I know this is higher calling , but this is a piece that candidates need to hear . At the beginning of my career , I used to subscribe to the notion that apply to every job , even if you don't qualify , just so you can get to meet the hiring authority , right .
I used to subscribe to that right and then shake some hands , make friends with them and then later on I'll get something else . When it came my turn to interview and I found out that's what people were doing , it got a . It made me mad . I'm like you're wasting my time so I no longer subscribe to that notion . So , yes , it's .
It don't apply to every single job that's out there and I get it if you're out there . On unemployment Part of you know it depending what state you're in , if you're gonna get unemployment , you have to show that you applied and I get , since that's what people do , but it try to have an intentional application .
Try to have a Reason why you're applying , because you have to remember other people are , are , are setting their time from the business schedule aside To make sure they meet with you . So yeah , I changed tune on that about five years into my career .
Okay , fair enough fair enough so , but communicate with your candidates . Let them , let them know what's going on . That that's an important aspect of this right . So here's a couple other things . Let's touch on having an employee referral program . That's a great way to speed up your hiring process . No one knows your culture better than your internal employees .
Take advantage of them . Give them a reason to refer candidates to you . There's every reason to do it . None that I'm aware of not to . I can't think of a downside to it . So that is something that will not only speed up your process but Increase your retention rates as well , because your employer employees Know who's going to be a good fit
¶ Streamline Hiring With Third-Party Recruiters
. If , especially if it's a personal referral , someone they've worked with in the past , they know that person's work habits . Those things are really hard to pick out during an interview process . You can ask questions , you can check references , but I've always said you don't really know what someone's like until you live with them .
So Go with the person who's lived with that person in the in the past . Take advantage of of what they know that you won't be able to Accurately determine in the interview process .
I wasn't , so I agree with that a hundred percent . I agree that that employee Referrals if you put a good process in place you know it's again . Who knows better about the intricacies of the job and the good , the bad and the ugly than the people who work there ? But I had that backfire , I mean one time one time .
Every organization , every business has that one employee that they're like I just wish they'll just leave or go somewhere else . And then that one employee it might in . About three jobs ago , yeah , I gave a referral . I'm like , ah , do we want another one of this person ? That kind of backfired ? Yeah , the person didn't even bother interviewing .
But , yeah , it's you . You have , you have walking , living , breathing marketing campaigns in your organization leverage that leverage . That , trust me folks , you will get much better candidates From people who were referred from other people who know the ins and outs of that job .
So that is a great way to make sure you got the right talent for the for the job . There's an HR piece , but that's a whole nother show to to be careful with . But I don't want to do real us right .
So that we do that enough , as I'm definitely gonna cut out the Bitcoin part earlier .
Oh , come on .
That was . That was five minutes of unnecessary conversation . But we of course have to bring up the value of hiring a third party , hire a recruiting firm to speed up your hiring process . Why ? Because that's all we do . We have blinders on .
We are not a corporate talent acquisition Department that inevitably gets pulled into other things a staffing company , a recruiting firm , a headhunter use whatever words you like . Third parties are on a mission because they don't get paid , they don't eat unless they deliver .
Now what better motivation for a fast and efficient hiring process is to leverage someone who only gets rewarded when they produce results . And we're measured on a different timeline internally . When you , when we talk about the average of 30 , 40 , maybe even 50 days For a hiring process , my eyes glaze over that sounds .
That sounds unrealistic to me , because I'll go out of business if it takes that long to find a great candidate . So we're incited and highly motivated to produce not just a candidate or candidates , but the right candidate as fast as possible .
So for every recruiter out there listening , especially recruiters in corporate America , police understand , yes , it's a great idea to go with a third party recruiter Agency . That way they because they're the experts , but they work fast . They work really really fast . So they're there be careful .
What you wish for . Is that what you're saying ?
Well , no , because what happens is , you know , some organizations are not used to how quick these organizations work . And then they bring all these great candidates and they take their time in selecting , but the top , the the clock is ticking for that candidate , right ?
If they're a top tier candidate , I guarantee that's five of the office on the table , five of the offers , and if you drag your feet and making a Selection , your competitor is gonna take them .
So bring in a third-party staffing firm , but also understand that they work really fast and whatever they put in front of you , go ahead , take the time , make make the effort to make sure you do what you need to do , to make sure you don't lose that candidate at the time so if I'm , if I'm Describing oppositins of the spectrum as when you should and shouldn't
use a third party for hiring , you don't need one .
If time is not important Now , time always should be a factor . If it's not an immediate opening , don't use a third party for that . Don't waste the staffing company's time . Or if you're flooded with so many great candidates you don't need to use a third party , then , of course , don't do it . I like to say that no one uses us unless they need us .
But if you do need a third party , if Urgency is a factor , if it is a role that needs to be filled as quickly as possible , then they're your best friend .
Yeah , a third-party staffing company is your best friend because we are inherently going to be much faster and More efficient than a corporate entity , and that's just the way it is , and I would argue that anytime anywhere .
I agree . No , I agree with you . I agree with you because , remember , are recruited for a corporate entity . They're just somebody that works for a business that has a different core business , a staffing agency . That's their core , that's what they do for a living right .
It's a great way to look at it . It's not about the quality of the individual , it's not about the capabilities of the individual recruiter . It has to do with what the core business actually is , and everything in that business , if you're a third party , is Focused on recruiting and staffing . Everything that's it . Sales is focused on recruiting Right .
Operations is focused on recruiting every aspect of it . But if you're any other type of business , the core of what you do is not recruiting . So that's a great thing to bring up and I've never actually thought of it that way before , but it makes so much sense .
Well , yeah , because you know it's . It's if you're in the business of making toilet paper and it's time to cut , you know , to cut a Staff , you're not gonna cut the people who make the toilet paper . That's what you need to to to actually succeed .
They're gonna cut out people who don't make a direct impact , right , well , sometimes it's HR , training , recruiting , whereas in the , in a staffing agency , when we have to let people go because you know things are tough , yeah , you're gonna keep your , your , your top players . You may let go of some of some people who don't make a direct impact .
So , yeah , it really depends on that issue . That's why it's a good idea , if you don't have the time To actually do it yourself , get a staffing agency . Who's who's an expert in that field and man , let me tell you , they work quick .
Well , it's a difference between a thing you do and the thing you do right , that's it right . Okay , so To wrap up , you , we want to simplify the onboarding process . Of course , in this , that that goes without saying . But if you've listened this far , we what we've covered are the ways that you can speed up your Hiring process .
There's lots of reasons to do it . No reason not to that . Ricky , did we catch ? Do we cover everything ? Did we did we do it ? I Don't say it .
No , no , wait now . I'm sorry cuz I know you're wrapping up , but I have to say this because I'm big on onboarding Pete , I am huge on onboarding . Yes , streamlining , yes , make it as efficient as possible , but do not let the impact diminish .
Do not let the impact diminish at all , because I know somebody who just started a job two weeks ago and that person was in an office all day long watching a video for new employee orientation . It was , you know , a fishing is all can get .
But let me tell you , by the third hour in that eight hour day , looking into that camera , this person's eyes were glazed over . So , yes , streamlining as much as you can , but don't let the human connection Be be affected by this dreamline process , because that's still is key .
I so , in conclusion , how to speed up your hiring process clear job descriptions . Take advantage of technology . Employee referral programs great way to do it . Set clear expectations internally . Teach your interviewers how to manage the process and when you need to Hire a third-party recruiting firm .
They'll be your best friend if speed and efficiency you're at the top of your priority list . Anything else , pete , look at how far we've come .
We're now summarizing the end of the podcast . I know we're really good , I'm proud of ourselves , and well that's .
There's . There's no one . There's no one left listening this long , so why not ?
mom love you . She's listening . I know she is . Yes , she's so proud of me .
I'm proud of you too . So , ricky , thank you , thanks for listening . If you , if you are with us , our two moms , wonderful . We appreciate you and have a great weekend . Have a good one guys .
Bye mom .