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A Hiring Process MUST Accomplish These 2 Objectives

by | Jun 22, 2015 | Recruiter Training, Top Echelon Blog

“As a general rule, you should assume that time is always against you when you’re trying to make a deal—any kind of deal.”

—Robert J. Ringer, author

These words are as true today as they were when Mr. Ringer wrote them in his best-selling 1973 book, Winning Through Intimidation.

I receive calls daily from recruiters who want to know how they can get their clients to move with a greater sense of urgency throughout the hiring process.  Companies have to move quickly if they hope to successfully compete for the most sought-after talent.

As one recruiter stated, employers fit into one of two categories: “the quick . . . or the dead.”

As important as it is to move with a sense of urgency, employee selection should not be undertaken at the expense of a properly focused evaluation process.  If this occurs, the hiring process will be compromised and desired outcomes may not be achieved.

Nevertheless, timing is everything.  If the hiring process moves too slowly, the candidate may lose interest or pursue other alternatives.  On the other hand, if the hiring process moves too quickly, the candidate may not be ready to accept an offer and in fact, could turn it down because they feel pressured to make a premature decision.


Your client cannot hire someone who does not want to accept their offer.

Therefore, a properly structured hiring process must accomplish a minimum of two objectives:

First, it must execute a balanced evaluation component that accurately measures the candidate’s capability to do the job, willingness to do the job, and ability to positively interface with management, peers, and subordinates.

Second, it must build within the candidate a strong interest and willingness to become part of the organization.

The greatest likelihood of your client gaining an acceptance to their offer is for them to extend the offer at that point in the hiring process where the candidate’s interest is at its peak.

However, this should only be attempted if the evaluation component of the process has been completed.

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Terry Petra is one of the recruiting industry’s leading trainers and business consultants.  A Certified Personnel Consultant since 1975 and a Certified International Personnel Consultant since 1989, Petra has extensive experience as a producer, manager, and trainer in all areas of professional search, including retainer, contingency, and contract, as well as clerical/office support and temporary.  For more information about his services, visit his website or call 651.738.8561.

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