Remember that YOU, the hiring manager, are ultimately responsible for all the actions taken when making a hire. This includes the actions of recruiters, support staff and interview helpers.
“Why recruiters,” you ask?
Your Recruiting Team Should Amp the Brand
You have a responsibility to work with your recruiting partners by providing them with the specifics of what you are looking for, the feedback on information submitted and building a partnership to ensure success in finding your next A Player. Take time upfront to develop the ideal candidate summary, then take time to screen resumes together. If you do this at the beginning of a relationship, less will be required in the future to have the results you want.
Choose your recruiting partners carefully. Remember they are an extension of your brand (the company’s and yours personally).
A good recruiter is able to tell a story around a company that is compelling and easy to understand. This is how they are able to attract good talent to the interview. By working with them to educate them on this story, they can bring in better candidates.
Be Clear About the Opening
By having the questions below answered, your recruiting partner (internal or external) should be able to attract the right talent to you and deter the wrong talent from moving forward. An excellent job description should help make this happen:
- What are the details of the opportunity and what are the reasons why someone should be interested in learning more about the job and the company?
- Why is the role open? If it’s an expansion position or free because of promotion, that is great, but what if it’s a vacancy? Why should great candidates be interested in a role that didn’t work for someone else?
- How will the person be trained, rewarded, compensated and evaluated in the new role?
Build Your Best Hiring Team
Your hiring team should consist of yourself, a peer, your manager and HR. This is the minimum required for a quality interview team. Many of our clients hold off on interviewing with the hiring manager’s manager until a final interview, which is fine, but make sure they are involved in the process.
Each person will have a specific role in the process. If this person will have dotted line responsibility to another manager, add them to your interview team as well.
Build a Clear Timeline
Once the team has been identified, it’s time for your first meeting. This is when the timeline is established to be clear about when you need this person to start.
Remember, a quick hiring process is around 70 days. Start by putting an ‘X’ on a calendar on the day you need you position filled (person in the seat) and work backwards to establish an overall timeline. Your timeline must have flexibility in those areas that are the most volatile in the process.
Typically, you should put the most flexibility on the recruitment aspect of the search process. Why? Recruiting for a given job has the most variables of any step in talent acquisition.
In order to recruit top talent to an organization, the talent must be:
- Willing to accept the call or email to learn more about the new job
- Willing to make a move
- Enticed by the opportunity and Compensation
- Contractually able to move to the new company (NDA / Non-compete)
Unless they fit into all the categories above, they are not a viable candidate for a job. This doesn’t even account for the most important aspect of the search, which is finding people who meet your 3 tiers we have covered earlier (Cultural Fit, Competencies, Technical Skills).
Many times, it can take weeks just to get top talent on the phone; for these reasons, you should give the recruiting period more leeway in the process timeline. We educate our clients on a 3-week window from start of recruiting until we can provide a slate of candidates to review.
That doesn’t mean the recruiting is over; in fact, we don’t stop recruiting for a role until the new person has been on the job for 30 days. Sound crazy? Have you ever had someone start and leave within the first 30 days? It happens, and even the most rigid hiring plans cannot account for people’s actions.
We are here to help
Together, today, let’s work to find the “A” players that will provide you a 10X return on your investment for the future. Our team is here to help.
CERCA Talent is a full-service Talent Firm with strategic focus in the areas of Life Sciences, Diagnostics, Genomics and Biotechnology. Our clients choose to work with CERCA because of our deep understanding of the industries we serve. They continue to work with us based on our knowledge and contacts which lead to premier performance we deliver for our clients. By working with the best, you ensure you will be able to attract the best talent in the industry.
Scott Rivers is the Managing Director of Cerca Talent+, a talent agency for the Diagnostic and Life Science Industries. Scott’s recruiting experience extends into the areas of Diagnostics, Life Sciences, Oncology and Genetics. His team manages recruitment for all levels within the commercial area of these businesses.
As a leader who has worked at all levels of commercial, medical sales and global marketing, Scott is an intense professional who works with organizations to fine tune talent branding. If you are a leader looking to expand your team with professionals who are focused on delivering work in which they take pride, and you can be proud of, every day, then Scott would be privileged to help you in the process. Having been a professional in the fields where you focus, Scott knows the ins and outs of the companies, the business and the customers you are working to come alongside.
Cerca Talent+ is a full-service Executive Search Firm with a strategic focus in the areas of Clinical Diagnostics, Molecular Diagnostics and Oncology, Genomic and Genetic Medicine. Our clients choose Cerca because of our deep understanding of the industries we serve. They continue to work with us based on our extensive market knowledge, vast connections and quality of results.
We Provide Top Talent to create Peak Performance. That’s a good match for any company. Partner with the group that can talk shop and gain rapport with the pros who will lead your business into the future. Email Scott Rivers today at email@example.com, or call direct at 201-594-2101, and we will begin the process of finding you Top Tier Talent guaranteed to help you set records.
Helping clients build world class teams as a recruiting leader in Oncology, Genetics, Diagnostics and Life SciencesPublished
Perhaps now, more than ever, it is essential your hiring process and team are optimized. Employees who were once reluctant to leave a job for fear of losing security are now in that pool of highly-qualified talent rendered jobless, so choosing the best among them requires real skill. Just as there is a business reason to fill a position, there is a business benefit to filling that position smartly. A noisy hiring and onboarding process costs time and money that is too valuable to waste. Every day a company has not filled a position that solves a business problem, that company is losing money. And, every minute spent on hiring employees costs money that could be better spent in other areas. CERCA Talent is a full-service Talent Firm with strategic focus in the areas of Life Sciences, Diagnostics, Genomics and Biotechnology. Our clients choose to work with CERCA because of our deep understanding of the industries that we serve. They continue to work with us based on our knowledge and contacts which lead to amazing service to our clients. By working with the best, we are able to support hiring the best talent in the industry.
Helping clients build world class teams as a recruiting leader in Oncology, Genetics, Diagnostics and Life Sciences
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- Top 7+ Things You Must Consider When Kicking Off Your Mid-Year RecruitingScott Rivers on LinkedIn