Barbara Bruno, President, Good as Gold Training, HRSearch Inc.

In the recruiting profession, timing is critical. Whether you are a third party recruiter or a corporate recruiter, the competition for top talent is fierce. The market has changed to a candidate-driven market, but many hiring authorities don’t realize the competition for top talent.

When you are discussing an opportunity with hiring authorities, you need to clarify timing by asking the following questions:

1.  What is the target date to fill (specific date)

2.  What are the problems that exist as a result of the opening

3.  What interview times are available

4.  Is there an alternative person in the department to confirm interviews

If a candidate expects to receive an offer by a certain date, they will often begin to pull back after that date because of the fear of rejection. The Internet and social media have made it very easy for job seekers to schedule interviews on their own.

It is better to add on a couple of weeks to the projected time to hire to keep the interest level of your top candidates strong. The following are realities in the current market:

• Candidates will go on multiple interviews
• Candidates will utilize job boards
• Candidates will reach out to their personal and professional networks
• Candidates will utilize social media in their job search
• They will make the decision they feel is in their best interest
• Money is always an issue, even if the candidates says it is not
• Their current employer will extend a counter-offer

It is for these reasons that it is more important than ever for you to accomplish the following:

• Keep the interview process moving
• Sell your company and opportunity
• Ask what the candidate would change about their current job if they were their boss (this will reveal their real reason for making a career change)
• Communicate with your candidate throughout the process
• Address the topic of counter-offers
• Double up on interviews whenever possible

It is also wise to never accept a start date longer than two weeks, unless the candidate is relocating to accept your position. In this competitive market, candidates often accept a job but continue to interview. During the period of time between the offer and start date, it is important to connect with this candidates. Schedule them to come in and fill out paperwork (taxes, benefits, etc.). Suggest that their new supervisor or co-workers take them out to lunch during this critical period of time.

You can make time work for you, if you follow the suggestions in this article and inform your hiring authorities of today’s candidate-driven market.

Barb Bruno, CPC, CTS is one of the most trusted experts, speakers and trainers in the Staffing and Recruiting Profession. Barb has spent several years helping Owners, Managers and Recruiters increase their Sales, Profits and Income with her top-rated web based training Course, the Top Producer Tutor. Follow Barb on Twitter @barbbruno.