Fast Feedback Means Successful Hire

Successful hire
How Fast Feedback Means Successful Hire

By Mike Dobrev
Senior Technical Recruiter

It’s no secret that we’re in the midst of a tight labor market. The best candidates for technical positions routinely receive multiple offers and are a successful hire. They are quickly hired, often by hiring managers who are desperate to bring on the talent their organization needs. Which is why, as a technical recruiter, I am always astounded when a client drags their feet after I present an excellent candidate to them. What in the world are they thinking?

The best candidates might not wait

When professionals ask for Coyote Creek’s representation, I figure I have a maximum of two to three weeks to qualify them and get the ball rolling with some promising opportunities before they will engage with someone else instead. Unless they’re just passively looking for the ideal position to materialize, they will not have much patience with a slow process. Which is why I’m counting on the hiring managers I work with to do their part to keep things moving quickly.

Hiring managers must provide fast feedback

When hiring managers call to discuss an open position, we always ask how soon they need the position filled. Invariable the response is something along the lines of “yesterday,” with a promise that as soon as they get the resume they’ll proceed. Which is how it should be…but often is not.

There are actually multiple points in the recruiting process where fast feedback is important. If you’re looking to have a successful hire of technical talent, please keep the following guidelines in mind:

  • Provide fast feedback when the candidate is initially presented – Before we even consider presenting a candidate we’ll first talk to you to understand the position, your needs, and the skills and traits that ideal candidates wi l have. We will also thoroughly vet the candidates, including most likely having them complete a screening process that focuses on both behavioral issues and technical expertise. Once we present a candidate we need to receive your feedback within one to two days. Should we schedule an interview or not?On a related note…if one of the interviewers is about to leave for a vacation, please tell us this up front. That way we can set the appropriate timeline expectations with the candidate when we first present the opportunity to them.
  • Provide fast feedback after the interview – After one of our candidates completes an interview, we always like to circle back around with them to get their perspective regarding how it went. Was the opportunity as I had described it? Does it seem like a good match? After I speak to the candidate we contact the hiring manager to get either a “thumbs up” or feedback as to why they do not want to pursue this candidate further. Ideally this feedback will be immediate. Often it is not. For example, I recently sent an excellent candidate out for an interview. The hiring manager’s response: “I liked this person. I’ll let you know what happens next.” Two weeks later I still haven’t heard back. Meanwhile, the candidate is pursuing other opportunities. By the time the hiring manager decides to move, chances are it will be too late.
  • Move quickly when you’re ready to make an offer – Once you decide to hire one of our candidates, please don’t delay! Remember, most candidates will continue interviewing and pursuing other opportunities until they have an offer in hand. In fact, we encourage this.

When you get to the offer stage, we want to present your offer to the candidate as soon as possible. This is why it’s so important that you have budget approval before the search begins. Too many times we have seen clients find the right candidate only to lose them because of a lengthy budget approval process. In addition, we have also seen many hiring managers lose their chosen candidate because it took too long to get the offer letter out.

Don’t shoot yourself in the foot

In today’s labor market it really does take fast feedback to make a successful hire. What I’ve seen here at Coyote Creek’s Contract Services division is that clients drag their feet about 20% to 30% of the time. Of those that drag their feet, 35 to 40% lose the candidate because of the delay…and often have to settle for another candidate that was not their first choice for the job.

Need help recruiting for your IT team? Give us a call—and be prepared to provide fast feedback at every stage of the process!