Less is more. It’s a lesson that we all have learned to appreciate early on in our personal lives, but why don’t we apply it to our recruiting practices? Most hiring managers like to think that the more resumes they look at, or the more people their resume database screens, or the more recruiters they hire the more likely they are to get the right employee. However, this couldn’t be further from the truth. If anything, when it comes to recruiting, more always means more complicated, cumbersome, and frustrating. Our advice, keep it simple.
Less Resumes, More Experts
According to Glassdoor, the average job posting brings in anywhere from 75-250 resumes. Chances are you aren’t about to go through every one of those resumes, and your keyword search database is bound to let some great candidates fall through the cracks. Many 3rd party recruiters will waste your time by sending you 15+ resumes hoping to make anything stick so they can get paid. Therefore, refuse to work with anybody, whether it be HR or a recruiter, who is going to send you more than FIVE SOLID resumes. If your HR team or recruiters are truly experts in finding talent, they will find you candidates that meet or exceed your expectations, rather than just sending candidates that MIGHT be a fit. You just have to trust them to have your best interests in mind. After all, if you didn’t trust them why did you hire them?
Less Choices, More Certainty
You’re probably still skeptical about the last point. You’re thinking only FIVE? I am only supposed to look at five resumes before making my choice? This lady is full of [expletive]! However, have you heard of the Paradox of Choice? American Psychologist, Berry Schwartz, defines it as when you get so anxious by all the choices that it affects your ability to make the right choice. It’s like walking into a department store and getting so overwhelmed by all the options that you either walk out with nothing, or walk out with buyer’s remorse after purchasing something you didn’t really like. The same thing goes for candidates. The more resumes you look at, the less certainty you have that person you chose to hire was the right choice, therefore limiting your ability to put faith in them to do the job. Remember that these FIVE resumes should all be from candidates with the SOLID skills that fit your requirements. The only uncertainty would be whether they are a culture match which you can find out as you interview them.
Less Recruiters, More Coverage
The way modern day recruiting is set up makes it easy to hire five recruiters on contingency and let them do all the work for you. However, there are a few things wrong with this. First, you are making the other four recruiters work for free if you end up not hiring their candidate. Second, your recruiters know there are other recruiters on the same search meaning they are likely to send the same candidates they sent to you to other companies as well to heighten the odds of them getting a hire. Lastly, you are devaluing the position and the company. Odds are the recruiters are pulling from the same talent pool. Meaning the best candidates are going to be approached by multiple different recruiters about the same position making your company look bad and devaluing the desirability of the position.
The easy fix is hire only one recruiter that you trust, AND hire them on an exclusive Cotainer or Retainer basis. You aren’t losing out on any of the coverage of having multiple recruiters because this recruiter is now even more loyal to you and willing to give you 110% since you are now both fully vested in the search because you both have skin in the game. Furthermore, you aren’t losing out on the coverage of having more recruiters because your chosen recruiter is looking in the same talent pool. The only difference is they are maintaining the exclusivity and high desirability of both your company and position.
Less Time, More Engagement
Keep the hiring process short to keep the candidate engaged. According to glass door the average hiring process is 23.8 days. However, if you want to keep your candidate engaged, it should only take about 2-3 weeks after you receive the candidate’s resume and complete interviews and extend an offer. Anything longer and the candidate starts to send their resume to other companies, get other opportunities, and reevaluate their decision to leave their current job. If you want to secure top level talent you have to keep them engaged and keep the waiting time short.
Less Requirements, More Imagination
The more requirements you are putting on your job postings the more you are discouraging top talent from applying to your position. When writing your job positions only put the skills that are absolutely essential to the position itself, and leave off anything else that isn’t mandatory for the job. The number one reason a great candidate won’t apply to a job is because there are one or two things that are listed as “requirements” that the candidate does not excel in, making them feel as if they aren’t a fit for the job even though they would excel in the position. Therefore, you are limiting yourself to only hiring a candidate that you designed in your head and not letting the candidate use his or her unique skills to grow your team.
Less Comfort, More Fearlessness
Don’t get comfortable with your hiring practices. Constantly look for new areas to refine how you search for talent and how you screen potential new hires. This could mean anything from letting go of the reigns a bit and asking your HR team or recruiter to limit the submissions to the top 5 SOLID resumes, to hiring a single recruiting firm on a Retainer or Cotainer basis to handle your hiring needs. Try a different interviewing method or hire someone that brings a new outlook to your team. The more comfortable you get at your job, the more complacent you become, allowing room for the next fearless leader to outshine and replace you.
You have learned over and over again throughout life that less is more. It is time to begin applying that to your recruiting practices. Don’t accept the added stress of looking through hundreds of resumes or maintaining contact with multiple recruiters. Keep it simple and trust your team and chosen recruiter who have your best interests in mind. Soon you’ll come to discover what we already know at DCAProsearch, that when it comes to recruiting, less really is more.
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