Whenever we onboard a new client* and kick off a talent search, they ask us: How long will it take to fill this role?
We tell them the rule of 4. "This will take 4 weeks, or 4 months. Never in the middle."
There are a million factors in this, but “finding the right candidate” is almost never one of them.
In typical cases, the winning candidate is brought forward in the first 1-3 weeks.**
What happens next is what determines the total timeline, because the majority of recruiting time and effort are spent AFTER the winning candidate has been presented — mainly on helping the hiring company navigate the unexpected as they move toward the offer stage.
The unexpected?
The head of HR goes on vacation. A new stakeholder joins the hiring team, and has some opinions. The top candidate gets a promotion at her current job, and her salary ask goes up. Your ideal relocation timeline is 60 days, but the candidate needs 120 so their kid can finish the school year. The company gets a new board member. Organizational strategy shifts; now we need a VP of Design instead of an Executive Creative Director. The candidates, who have put their lives on hold while awaiting a decision, are now taking these delays personally. Your favorite one takes another offer.
These might sound like complaints or excuses. They’re not. They are hiring hiccups that a proper recruiting partner is paid to help navigate or avoid.
In that spirit, here are 4 keys to making your hire in 4 weeks instead of 4 months***:
1. COHESION.
Your quickness will always be inversely proportionate to your number of stakeholders. Keep the group tight.
2. MOMENTUM.
When the first obstacle presents itself, work with your recruiter to resolve it immediately. That one delay, left unattended, opens a floodgate of additional delays. The longer it takes, the longer it takes.
3. READINESS.
To move when you identify a spot-on candidate. To sweeten the offer (or not) when the first one doesn't land. To call an emergency stakeholder regroup when you're stumped.
4. DECISIVENESS.
Taste or budget? Hopefully both, but it's best to have a pre-existing razor: When your taste in candidates is at odds with your salary budget, which will you choose?
Specialized hiring is actually simple. But it’s only simple if you realize in advance how complex it is, and get in front of it.
*This newsletter goes out to decision makers at companies who hire top talent. It also goes out to top talent. In today’s circumstance, I’m giving group 2 a window into the experience of group 1. Hopefully it is helpful.
**80% of our clients say they’re looking for a “unicorn”, and 20% of the time, they’re right. Unicorns take longer and cost extra.
***There are cases where a 4-month timeline, or longer, is required or even beneficial. One of our clients has a 15-year expectation for employee tenure. Understandably, they take a few extra weeks to deliberate on their hiring decisions. We still take this "4 keys" approach when recruiting for them.
