Think very carefully about what sort of contract you want to offer. Do you do temp to perm? Probationary period? Short-term contract? or Full Time Employee/”permanent” position? We know that permanent really means “maybe 2 years, depending on funding”.
What is your company generational culture? Are you interviewing Millennials differently than Boomers? Gen X? What is your company culture and how does it mesh with each demographic? Is your hiring manager comfortable with Skype, Hangouts, Blab? Is your pre-screen and interviewing 21st century or are you still back in the last “mid-century”?
How many candidates do you interview for each job?
Do you use an ATS system? Is it hiding the best candidates? Or is it giving you too many resumes to look at? What are your criteria for the position? What is NOT on the position description?
Companies go through a number of stages as they grow and start recruiting:
Start-up and hiring only their friends and school buddies – no HR team or the CEO’s administrative assistant takes care of it.
Funded – HR rep who takes care of the paperwork but has no time for real recruiting (although she may post job descriptions)
Up and running – HR team that may or may not have time to find the “purple squirrels and unicorns” who have not replied to the job postings
Well-established – HR team with dedicated recruiting staff, who might still need some help with those “unicorns and purple squirrels”.
Where is your company? Your choices in external recruiters to find the “unicorns” are:
Contingency recruiters – you only pay them (20-35% of the annual salary of the employee you hire) if you hire their candidate, but they may not put much effort into the search.
Retained recruiters – who guarantee to replace anyone who doesn’t work out, are paid 30-35%, and only present a few resumes.
Search researchers/sourcers – who identify the people who could do the job (these work for both companies and retained recruiters) but don’t contact them or “pitch” the job.
Search Services or a la carte recruiters – who do what the retained recruiters do, but with more transparency and on an hourly basis.
Each one has their place. Which ones have you used?
How do you determine “fit”? Most people are disqualified because of it. But “fit” takes time and effort on both sides. Are you expecting miracles? Have you allowed enough time for training and review of that training? Every company is different, even for the same title. Some departments have their own “culture” – some quiet and structured, some more free-form. Even within the same company.
How do you “motivate” your new hires? What does that even mean? Respect and the right tools combined with an intriguing project seem to work best for the creative class. That class includes scientists and engineers. Competitive games that pit one worker against another don’t really work well in bioscience.
Do you have the tools this candidate will need to be successful in this job? Can you introduce them to the colleagues who can help? Can you give them the “desk manual” for the role?