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Three Reasons to Make Your Hiring Process a Top Priority

No priority is more important to your business than hiring top talent.  Yet, many managers put recruiting tasks at the bottom of their “to do” list.  Here are three reasons why recruiting it should be at the top.

Construction Recruiting Specialists Chicago constructionNo one understands the unique needs of the Chicago construction industry like DK Cole. The team has worked with countless Chicago-area companies, business owners & management, connecting the dots and forging long-term relationships that don’t just get the job done but, instead, ensure long-term success, innovation and workplace satisfaction. Our Proven Construction Recruiting Process Leveraging its signature six-step recruitment process as well as a deep understanding of your industry and your business, DK Cole sources, vets and interviews high quality candidates specific to the criteria they develop with you. Your DK Cole team takes the time to get to know you, your workflows, your expectations and your unique culture, so every recruit makes sense — and every new hire adds value. Streamlining Your Recruitment Workflow Whether its C-level talent, middle management, operations roles, like project managers, or accountants and more, DK Cole has the access and insights to find and present you with the optimal candidates for your organization. No more weeding through massive numbers resumes and no more exhaustive screening processes — just a quick, simple and streamlined system to source, recruit and hire the right candidates at the right time.Speed is Required to Recruit High Impact Performers 

Research shows your company’s top performers generate 80% of your business results.  In one study, “above average” performers made a 300X greater business impact than average performers.  And when you need an “A player” for a key position, you have to move quickly.  Based on experience and research, we know the top 10% of candidates will be gone from the market within 10 days.  This is why it pays to move quickly.  What does that mean for your company?  Your hiring managers must review resumes promptly and schedule interviews quickly.  They should also provide feedback in no less than 48 hours.  If they wait too long,  top candidates will be taken by your competitors. And if they’re still available, they’ll be more expensive to hire, after interviewing elsewhere.

The Buck Stops With Hiring Managers

Your hiring manager really drives the speed of the hiring process.  In fact the biggest bottleneck is nearly always the hiring manager’s desk.  Without their commitment, the chances of hiring the top talent you need are slim.  Successful recruiting hinges on speed and planning.  Defining the “true” performance goals and gaining consensus on qualifications is key.

Increases Retention

When managers “own” the need and desire for results, the chances for success skyrocket. Having “skin in the game” significantly increases the chances of a better selection process and hiring outcome.  Creating this sense of personal ownership in the process can increase the likelihood the hiring manager will invest in on-boarding and mentoring the new hire.  Having a system of recurring and detailed reporting can be invaluable in building this dynamic.  After all, we all know that “what gets measured gets done.” Ultimately, the impact of personal ownership means a greater likelihood of long-term employee retention.

One of our clients proved the success of this strategy.  The President of this large General Contractor started a weekly recruiting call with all hiring managers.   We helped them create an agenda and report.  This report lists all open positions, hiring activities since last call, next steps, number of interviews, and outstanding items.  Soon it became obvious which managers were successful and which were not.  But more importantly, this process increased accountability and improved hiring results.

Need clarifications or more information?  Have any questions?  Get the answers you need.  Call Kathy Cole, at 630-282-7747 or email her at kcole@dkcole.com.