Hiring Manager Series: Top Reasons Your Job is Still Open


Finding and hiring great employees isn't easy.  Multiple variables are at play and you, as the hiring manager, are only in control of a few of them.   In this blog post, we have asked our Principal Recruiter and Founder, Larry Hernandez, to share his opinion on why so many vital job openings go unfilled every month.   He is not going to pull any punches. Enjoy.

1. Expectations Vs. Reality!

Let's face it; every industry has an "unofficial" pecking order of desirable places to work.  This impacts the quality and quantity of your candidate pool and pipeline.  We all can't be on top of the food chain. Know where you stack up and adjust your process accordingly.

http://fortune.com/best-companies/100 Best Companies to Work For - Fortune This year’s 100 Best Companies to Work For list marks Fortune's 19th year of partnering with Great Place to Work.



2.  Are you in a "Buyers" or a "Sellers" Micro Market?

Know who is in the driver seat, you or potential candidates. Job markets are fluid. One new company moving into town can change the market. Before you start the recruiting and interview process,  determine if you are in a"buyers" or a "sellers" market for every unique open job opening and adjust your recruiting strategy.

Ask you recruiter to run a quick competitive market analysis for your position.  This doesn't have to be something fancy, just a quick searches on Indeed and LI Recruiter and they should be able to give you a quick snapshot of the market.

http://blog.indeed.com/2016/08/18/what-are-hardest-jobs-fill-in-tech/What Are the Hardest Jobs to Fill in Tech? - Indeed Blog The tech industry has one of the most competitive job markets, and finding the right talent to fill key positions is never going to be easy. In fact, for s


3. Location, Location, Location!

I'll make this quick because it can be an  easy fix.  If your open job is not located in a "tier one" city and you won't  let people work remote,  you will not have a chance to hire the best possible candidates available, it's that simple.

Solution: Let your team work remote and/or open up a satellite office in a city that has a healthy pipeline of qualified talent.  It's cheaper than paying relocation costs and dealing high turnover.


http://www.wsj.com/articles/companies-flock-to-cities-with-top-talent-1460482766 Companies Flock to Cities With Top Talent - WSJ Facing a tight labor market and a shortage of skilled workers, many large companies say a city or region’s population of desirable workers is the top factor in deciding where to locate their businesses.



https://local.niche.com/rankings/cities/best-cities/2016 Best Cities to Live in America - Niche Ranking of best cities to live in U.S. based on crime, public schools, cost of living, job opportunities, and local amenities.



4. Is The Interview Process Helping or Hurting?  



Hiring Managers and in-house talent acquisition teams habitually focus on getting more candidates in the pipeline and ignore the painful truth that the interview process is the problem. Focus on conversion rates.

Put your user experience hat on and view your candidates as customers. Would you leave your biggest customer waiting alone in a conference room for 30 minutes?

Your interview process is not just about weeding bad candidates out. The process should also "wow" the right ones.

Where are good candidates falling out of the process?  Why?

Map out your interview and hiring process.  Find the friction points in your process and define the value you are  getting (or not getting) for each step.  One extra step can make a break the experience of a good candidate.

5. Are You And Your Recruiter On The Same Page?

Sometimes it all comes downs to this one thing.  The relationship between you and your recruiter.  As a hiring manager, have you done everything possible to ensure your recruiter is armed with the right information to find you the best possible candidates? For years I was an internal recruiter and I can't tell you how rewarding my job was when my hiring manager and team would treat me as a partner.  Unfortunately, this scenario is the  exception rather than the rule in most organizations.

As an in-house recruiter, I could usually tell that a new req was going be "aged" within the first 48 hours of the job opening by the quality of communication with the hiring manager.

https://www.linkedin.com/pulse/surprising-1-predictor-talent-acquisition-performance-robin Our research found the most influential predictor of TA performance outcomes is a strong relationship between the recruiter and the hiring manager; in fact, this relationship is four times more influential than other TA performance drivers... https://www.linkedin.com/pulse/surprising-1-predictor-talent-acquisition-performance-robin


https://www.icims.com/hiring-insights/for-employers/article-4-best-practices-for-eliminating-hiring-process-bottlenecks4 Best Practices for Eliminating Hiring Process Bottlenecks | iCIMS Bottlenecks in the hiring process are a major pain point for organizations across virtually every industry and size. The often rocky relationship between recruiters and hiring managers is a chief source of the pain. Although recruiters and hiring managers aim to achieve the same goal, their relationships can be laden with miscommunication and problems that ultimately create obstacles to acquiring the best talent in a timely manner.