From time to time I work with house builders who have a senior level vacancy but get caught in the trap of an ad hoc recruitment process.
Typically, they are receiving CVs of potential candidates from multiple sources on a drip feed basis. When someone catches their eye they will interview them. When that candidate proves not to be the right person for the job they go back to reviewing CVs as and when and from wherever they emerge.
The problem is ad hoc recruitment processes aren’t really a process at all.
Here’s why doing it this way feels like a good idea:
- It’s not taking up too much time. If you just review the odd CV and perform the occasional interview it’s not a distraction from the day job.
- If multiple recruiters are working on it then all prospective candidates will be covered and you will get the right person.
Here’s why, in reality, it’s a bad idea:
- Before you know it months will have drifted by and you still haven’t appointed. You will constantly be going back to square one. Each time you interview a candidate and they are not right you are back to hoping the next CV you receive is a good one.
- You aren’t making any meaningful comparisons between possible candidates. If there is more than a couple of days between interviews your ability to make objective comparisons becomes significantly reduced. Do you end up picking the best candidate?
- As the weeks slip by, you subconsciously lower the bar in a bid to get the position filled. Your expectations change with time. There’s a very real chance you employ a candidate who is not as good as someone you discounted a couple of months ago.
So, in summary, decide which recruiter you are engaging with, set timeframes for CVs and interviews, all of which will enable you to hire the best candidate in a sensible amount of time.