W1siziisimnvbxbpbgvkx3rozw1lx2fzc2v0cy9gcmf6zxigsm9uzxmvanbnl2jhbm5lci1kzwzhdwx0lmpwzyjdxq

Protection in settings - Do you trust your feeling?

Protection in settings - Do you trust your feeling?

Blank

Tobias Stenzel Market Insight, Market Intelligence

Does this situation sound familiar to you? You have been approached by a recruiter for a very interesting vacancy, which you find professionally challenging and is also in an exciting business environment this makes you want to start the new opportunity immediately. 
  
From the moment you engage with your recruitment consultant, right through to presenting you to the hiring client, things move quickly. But then you are discouraged: it is announced that the next stage will not be taking place for another few weeks. After a successful first interview, the responsible hiring manager informs you that you now also need to meet with a number of stakeholders within the business, go through many more rounds of interviews, and then have a final assessment before a decision can be made, a process which could take a number of weeks. 
 
These new interview layers have been put in place despite the hiring manager already being convinced that from a professional and personal perspective, they would be happy to welcome you into the company.
 
This poses the question. Why is it so hard, as a hiring manager, to say after the first two meetings “I would like to hire you”? Why is it that we require approval from other colleagues in the business who have little or almost no contact with the person that is being hired into the business? Why do we risk that very good candidates will withdraw their application from the process due to the long drawn-out process?
  
So, I ask you to consider, what is your procedure? As a hiring manager, what do you do to secure the very best talent for your company? Do you fall into the trap described above? I would be interested to hear your thoughts on this subject.