It’s going to be more difficult to classify workers as independent contractors. Read about the high cost of misclassification and how you can reduce the...
Why Delaying That Job Offer Can Hurt Your Business
More From the Blog...
Employers added 266,000 jobs in November, and the unemployment rate dropped to 3.5%. Read more about the November 2019 jobs report.
As we approach mid-year, it’s a good time to check the pulse of IT hiring across North America so you can be confident about any job offer your company makes.
Robert Half Technology continues to see strong demand for talented IT pros who can help companies implement technology solutions to achieve their business objectives. We also continue to see companies miss out on hiring qualified professionals because they delay making the job offer, even to a qualified candidate who has gone through the full interview process.
When you delay a job offer, a competing company can swoop in, negotiate an offer and take the candidate off the market. When this happens, you have to start the process all over, losing valuable time and effort. Many times you don’t find a candidate equal to the one you lost.
Here are some tips to help you avoid job offer delays and streamline the hiring process:
Have your budget approved
Not having approvals in place before you start the hiring process can slow things down. Is the job requisition approved? Is the budget approved? Do you have the authority to negotiate and sign off on the offer without having to engage other company resources at the last minute? Know the answers to all of these questions before starting the hiring process. Even a one-day delay can mean losing out on a potential employee.
Finalize the job description
Do you have a finalized job description and know the required skills necessary to perform the job duties? Many times we see an employer who is not exactly sure what they are looking for in a candidate. They add additional requirements and skills to their wish list late in the hiring process. This wastes time because it means current candidates may be interviewing for a job they are no longer qualified for, and your company has to start the search process again.
Define your company interview process
Identify your process and stick to it. I’ve seen many firms take a candidate through the interview process and not extend an offer even though the candidate is quite qualified. They add more meetings and extra steps, such as one additional manager interview, a team interview, etc. Fewer steps increases your odds that the candidate is still available when you do make the offer.
Waiting for the perfect candidate
Don’t lose out on a very good candidate while you continue looking for another that likely doesn’t exist. Many times that perfect person never comes along and you lose out on a highly qualified individual who would be great in the position at your company. If a candidate possesses the “must-haves” to be successful in a job, consider moving forward with a job offer even if they may not possess all the nice-to-haves. Keep in mind that nearly a quarter of IT pros we surveyed lose interest in a job one week after the initial interview. If you wait too long, another employer will likely hire them.
Know current market trends in hiring, pay and benefits
Many hiring managers approach their hiring based on articles they read that reflect flat employment trends. This leads them to believe there are plenty of IT pros conducting a job search, so there is no reason to rush making a job offer. But it’s not a flat employment market for tech pros, unlike some other sectors of the job market. Unemployment rates for skilled IT pros are lower than those of the overall employment market. Know the current salary requirement for the job in your market so when you negotiate over salary, you are confident that your numbers are accurate. Offer the best benefits you are able to, and make sure what you offer is on par with other employers in your area and industry.
Get over past hiring mistakes
If you’ve never made a bad hire, you probably have not done a lot of hiring. When you’ve hired someone who doesn’t work out as you’d hoped, you may be much more cautious the next time you hire. Don’t let past mistakes allow you to miss out on someone who could be your next great lead developer or help desk manager. Tightening up your due diligence is a good idea, such as checking references thoroughly, but dragging out your hiring process because you’re nervous can mean missing out on top talent.
The success of technology initiatives depends on the people you have working to solve the problem. When you have an open seat on your team, your project timeline and budget are at risk. It’s tough to find qualified candidates — when you do, move swiftly.
Hiring? We can help you find qualified candidates:
This post has been updated to reflect more current information.