Owner, East Side Staffing: HR Recruiter specializing in the placement of experienced HR/People/ Talent Professionals
When you have an HR job open for 4 months... ...have you thought about the negative repercussions? Here is what likely happens: ⚡ Your Internal Talent Acquisition team nears burn-out/fatigue ⚡ Your Hiring Manager is frustrated, disenchanted and discouraged ⚡ Candidates are confused and disinterested by the lack of inefficient decision-making ⚡ "the market" starts talking (applicants/referrals/those perusing new opportunities) about how odd it is that "this role is STILL open" ⚡ Your current team members face overwhelm because they've spent 4 months on an understaffed team and likely doing the job of more than one person This is one of the many reasons to set up a hiring strategy. A plan. The proper support. I often say 'slow down to speed up' because if you get the right system in place at the start, hiring WILL move quickly! Just consider this the next time you try to hire haphazardly and are frustrated by the lengthy timeframe. It doesn't have to be this way. I'm here to help. #LearnWithLauraHR #Hiring #Recruitment
In this job market no one should have a role 4+ months that is serious about hiring. This usually means there are internal factors hindering recruiting from filling.
If HR job open for 4 months, either the job is not that important for the organization or worst if Recruiting team is doing suboptimal job in leading the search process. Both needs to be corrected sooner than waiting for 4 months to save the credibility of Function Manager and the Recruitment Team leading the search.
Owner, East Side Staffing: HR Recruiter specializing in the placement of experienced HR/People/ Talent Professionals
1yAlso —I get asked this daily and just want to remind you: yes, I’m based in NYC and work with clients all over the world 🌎 Hiring is a global challenge and I’m happy to hear from you.