We are in a job market that currently favors the employee. However, a social crisis has created untold new dynamics and provided choices that previously did not exist. In addition, a temporary injection of federal funding has further fueled consumer spending, creating opportunities for many. While this is valuable, it’s also likely temporary, increases employee demand and creates a hiring rush. It may be a case of obtaining a person to fill an immediate need. At the same time, in many instances, there is a movement of more experienced and skilled workers resulting in the added difficulty in filling positions.
There are fewer applicants for open positions, and candidates’ quality may be sparse compared to before, creating a sense of desperation to hire employers. The sentiment may be that we need to get someone, yet the need should be to get the right person.
If our mentality is merely to get a person, that decision will likely be filled with regrets. But, on the other hand, if we are not attracting the right people to interview, it may be a good cause for us to ask why. Even in robust economies, sound companies and positions remain in high demand, so why are we not attracting them.
Our goal should remain to get the best person we can for the position. If we can overcome our pride and hire for the role’s supervisor’s replacement, we are likely on the right track. The cost of making a poor hiring decision far outweighs the cost of waiting to get the right person.
After all, you believe in your organization, so why would you not obtain the ideal candidate?
