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The Best Hiring Function is an Adaptive Hiring Function

Ronny Cheng
Ronny Cheng
November 16, 2015

The candidate search can be a long, frustrating process. Right now, the average time that it takes to fill a position is 30 days. If that wasn’t bad enough, the average time that it takes to fill a STEM job (Science, Technology, Math and Engineering) that requires a degree is 50 days. If the vacancy is in a position that is critical to daily operations, product development or another key department in your company, then the company function supported by that department, will be compromised.

And that’s no good. Whether you’re down a player in a key, revenue generating role or are looking for a new second in command, vacancies in important positions will have a negative impact on your ability to continue with business as usual.

But what is causing time-to-fill to rise across all industries?

It may be that there is a relatively low supply of qualified professionals in your area. It may be that the candidate sources that you are using, aren’t going to make you a great hire for this particular position. If you are having a sourcing problem like this, it doesn’t matter how carefully you word your job description, there simply won’t be enough qualified candidates coming to you through the sources that you’re using.

Whatever is causing your vacancy to become an extended vacancy, an adaptive hiring solution will help to make the hire that you need, in order to continue with business as usual. An adaptive hiring function is one that is able to adjust to the complications of filling advanced roles and make hires, even with a low candidate supply in your area.

In order for your hiring function to be adaptive enough to meet your company’s talent needs, you must be sure that you market your job based on the demands of that job and that you use a source inclusive job marketing strategy.


Market your Job Based on the Demands of the Job

The demands of your open job will always determine the best candidate sources for filling that job. Some candidate sources will perform quite well for certain roles that you need to fill, and quite poorly for other positions.

For instance, billboards would have you believe that "Dice" is the best place to hire a talented Java Programmer, but the real data shows that Monster actually brings in the most qualified candidates. If you needed to find a skilled Sales Manager, you would want to post your job description on a different job board, and so on.

In order to ensure that you are able to make the hires that you need to, when you need to make them, you should always choose the job boards that you use on a per-job basis. If you don’t adapt the candidate sources that you favor on a per-job basis, you may end up paying for job board subscriptions that aren’t bringing you any qualified candidates.

Creating a job marketing plan based on the demands of the job will always give you better results than a one-size-fits-all job marketing strategy.


Use a Source Inclusive Strategy

A “Source Inclusive” job marketing strategy is one that distributes your job description out to a variety of online sources. It’s called a Source Inclusive strategy, because it means including the greatest diversity of candidate sources that you can, into your search for the best fit candidate.

A Source inclusive strategy will give your job marketing a greater breadth of exposure with a wider variety of candidates. A Source Inclusive job marketing strategy will also protect you from the costs associated with an extended candidate search.

When one candidate source fails to deliver the qualified applicants that you need, you will be able to emphasize other candidate source to draw in more qualified applicants.

Let’s say that you chose to ignore the advice in this article and advertise your open job through the job board that you always go to. Let’s say that this candidate source, which usually provides you with qualified applicants, only gives you semi-qualified and underqualified applicants for a Java Programmer position. This would put you in an awkward position, as you would then have to choose alternate candidate sources to advertise through. In addition, starting from square one like this will delay your candidate search.

On the other hand, when your job marketing strategy is built on a diverse selection of candidate sources, you will be in a much better position if one of these sources fails to deliver. Instead of being forced back to square one, you can simply un-subscribe from an under-performing job board and choose a new one to advertise through, based on the demands of the job.

The hiring problems of today will only increase in severity. “Business as usual” will continue to become more unusual and the skills required to keep your company going will become more specialized. Investing in an adaptive hiring function will help you to avoid lengthy, costly vacancies in critical positions and adapt to future challenges of the modern marketplace.

If you'd like to see adaptive and source inclusive hiring software in action, then take a demo of a platform such as HireMojo to see the full cost-savings and increase in candidate quality.


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Topics: MojoBlog