Dr John Sullivan Talent Management Thought Leadership
You may think that making quick hiring decisions would lower the quality of your hire, but the reality is that in most cases, the reverse is true. The very best candidates are in high demand. They are likely to receive multiple offers. And because they are decisive individuals, they are likely to accept another offer before most corporate processes are only one third completed. If you’re skeptical, simply have an intern call your top candidates each day and ask them if they’re still available. You’ll be surprised to learn how quickly they are gone.
I am not advocating one-day or same day hiring for every job. However, you need to have this option available when either a top candidate applies or for jobs where your data shows that available candidates are quickly out of the market (like nursing and software engineer vacancies). You can maintain high-quality hiring standards using same-day hiring if you take the air out of your normal hiring process and if you learn how to assess candidates quickly. More on the “how-to” later, but first let’s go over the many benefits of one-day hiring.
The Many Benefits of One-day Hiring
Although one-day hiring has been proven to work in many corporations (I’ve been advocating it since 1998), it’s still a good idea to be able to show cynical hiring managers how it will benefit them. Thirteen of these benefits are listed below:
