A Simple Approach to Your Complex Needs in Hospitality




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Improve Your Candidate Pipeline


Just as a client pipeline is crucial to the future success of any sales professional the same is true for the candidate pipeline and anyone in a position of authority to hire. 

 

Avoid this common mistake made within many organizations and see your candidate pipeline grow. 

 

There isn't a single business professional that would disagree with how valuable their time is. However, if this is truly the case then why do we see shortcuts taken today only to lengthen our calendars in the future?  Here is what I mean. 

 

For every single opening there are countless hours that go into a hire starting with the thought process of who an organization wants.  Is it business as usual or is it time for the position to evolve into something new?  Do we need the same skill set or a different type of individual altogether?  Then there are job descriptions, job requisitions to be signed off on and eventually a posting, often multiple, to communicate the need. 

 

Now add ALL the time to filter resumes, to coordinate interview schedules, the actual interviews, internal discussions about the candidates interviewed, background checks, references, reviewing logic, psych and drug tests, offer letter generation and offer negotiation. While we are talking about the value of time, let's not forget the time of those who have to put in extra hours to cover the workload of an open position because that time is valuable too!

 

For ALL the effort that goes forth in a hire there is always only one candidate brought aboard but wait, what about all the others that didn't make it? Here is where you build your candidate pipeline.

 

Rule:

For any candidate worth speaking with either via phone or in person, that candidate deserves the professional courtesy of a call back to inform them of why they didn't make the cut. 

 

Yes, sometimes a tough call to make and an uncomfortable one too. However, as a leader, your role, in part, is to represent the organization and continue to build the brand and culture. If not making the call represents you the correct way then by all means continue. If you want to build a better pipeline and actually forge relationships with candidates for future needs then make the call. Whether HR or the direct party responsible for the hire the call should be made and don't assume the other department did it. Confirm who will do so. 

 

By following through with these leadership actions you will see your candidate pipeline build and thus, shortening the time to hire for future roles because you already have the candidate relationships.