“Once the role is out in the market for a long period of time, most candidates hesitate to consider it, as they believe something is ‘wrong’ with the role or the manager or the organization in general”
Tulika Tripathi, Founder, Snaphunt
It has been 6 months and you have interviewed multiple candidates for this open role. They have either not been a fit or the few that have been a fit have not been interested in pursuing this opportunity. You are now at an impasse. Sounds familiar?
This situation happens more often than you can imagine, and many companies find themselves stuck with this sort of a tough to fill open roles, sometimes indefinitely. Unfortunately, unfilled roles can lead to a significant loss of time, money and business opportunity. If you are facing this situation, it may be time to ask yourself some questions.
Have you opened up the search to as many channels as possible?
If you have tried every channel of direct sourcing such as direct headhunting, advertising and asking for employee referrals to no avail, it may be time to consider engaging headhunters to help you locate the right talent. While they are expensive, in such situations, paying a head hunter on a success basis may turn out to be more cost effective than the lost opportunity of keeping this vacancy open for an indefinite period of time.
Have you considered changing the requirements?
It is sometimes a good idea to take a step back and consider why certain target candidates have not been interested in the role. Is the scope too narrow? Or too wide? Is there a mismatch between the profile and salary? Think about how you can adjust the role so that it can target a wider pool of candidates.
Is this role actually better off as 2 roles?
Maybe there are too few candidates that have everything you need. Is there any way you can split this role into 2 different roles? This could be 2 different permanent roles or in some cases, maybe you would be better off hiring an experienced contract employee to start off with and then hire a permanent employee with a slightly different profile. For example, if you are looking for a CFO who can put in place an ERP system and then later manage a small team, it may be better to initially hire a contractor for the system implementation and then hire a CFO who may not have ERP implementation experience but has the required skill to manage the team post the implementation.
Have you considered training an existing employee into this role?
This can kill 2 birds with one stone. Upskilling your high performer and investing into training them into this role is a great way to motivate and retain your best talent. The additional benefit is that, you have someone with a great track record of performance who can potentially take on a role which is tough to fill externally.
Is everyone on board with the new action plan?
Before you implement any new approach for filling this role, ensure that all stakeholders recognize the issue and are part of the decision-making process concerning next steps. It is important that everyone concerned realizes that if there is no change in approach or requirements, there is likely to be no change in the outcome.
Finally, have you considered starting over?
Once the role is out in the market for a long period of time, most candidates hesitate to consider it, as they believe something is ‘wrong’ with the role or the manager or the organization in general. Once you have made the changes above, by either changing the role’s scope or splitting the role, advertise your new requirements as a fresh role(s). Also, review your talent pool with a fresh eye, is there anyone who could be a fit given the new requirements?
In all the above cases, changing tactics will pull you out of the hiring rut you are in, and send you on your way to recruiting the right talent!
Tulika Tripathi is a senior leader with two decades of experience across multiple geographies. She has deep recruitment and leadership expertise and previously been the Executive Director for Michal Page Geneva, Managing Director for Page Group Singapore and Michael Page India as well as Managing Director-Asia for Hudson Global. Tulika is the Founder of Snaphunt – an AI driven recruiting platforms that helps companies hire talent for a skill and culture fit. She is also the author of Alice in Corporateland, a book on career success published by Penguin. LinkedIn
Establishing Agility in HRNigel Lim
Co-Founder & CEO
8 Jul 2019 at 09:00 AM
6 months and the role is still open. Now what?Tulika Tripathi
28 Jun 2019 at 10:00 AM
Strategically Scaling HR with People AnalyticsDaniel West
Founder & CEO, Panalyt
19 Jun 2019 at 06:00 AM
How to hire the right people, the right way and fast?Riku Malkki
5 Jun 2019 at 10:30 AM
The interview is dead, long live the interviewOmer Molad
Co-Founder & CEO, Vervoe
22 May 2019 at 7:30 AM
It’s About Time Recruitment Got AutomatedEmmanuel Crouy
Co-Founder & CEO, GrabJobs
15 May 2019 at 5:00 AM
Recruitment Redefined: A Game-Changing Way to Attract Top TalentPaul Keijzer
Co-founder & CEO, The Talent Games
7 May 2019 at 9:00 AM
Is Machine Learning the recruitment Gamechanger we’ve been waiting for?Shana Lynde
Co-founder & CMO, Janeous
29 Apr 2019 at 1:00 PM
Performance Management – Desperately calling for Open Minds!!!Souvik Majumdar
Founder & Chief Customer Success, GroSum
22 Apr 2019 at 12:00 PM
Unleash the Power of TeamsRudi Ramin
Co-Founder & CEO, Grow
15 Apr 2019 at 5:00 AM
Snackable self-paced learning for the modern (deskless) workerJames Chia
Co-Founder & CEO, ArcLab
9 Apr 2019 at 10:00 AM
Onboarding should be a Pleasure, not a Pain.Vijay Veera
Co-Founder & CEO, Digidesk
1 Apr 2019 at 10:00 AM
The Science of HiringKek Sei Wee
25 Mar 2019 at 11:00 AM
Digitally Engage Your Mobile Workforce for Better Business ReturnsAndy G. Schmidt
Founder & CEO, Beekeeper Comms
15 Mar 2019 at 03:45 PM
Dining Out On HR TechnologyRichard Hanson
18 Feb 2019 at 10:45 AM
Performance Appraisal is NOT Performance ManagementShankar Krishnamoorthy
Co-Founder & CEO, Synergita
11 Feb 2019 at 12:45 PM
Artificial Intelligence In RecruitmentTeam Wantedly
29 Jan 2019 at 10:15 AM
Ready! Get Set! BOT!Jian Hong Tan
Co-Founder & CEO, Su-Ette
18 Jan 2019 at 04:15 AM
Where’s the Human Touch in Recruiting?Sujo John
Business Head, Monster.com
10 Jan 2019 at 04:30 AM
HRTech Stack recommendations for Start-upsAdrian Tan
2 Jan 2019 at 05:00 AM
Creating A Culture Of WellnessChris Teo
26 Dec 2018 at 03:00 AM
Technology & Culture: Two sides of the same coinDN Prasad
Founder & Executive Coach, Noetic Step
17 Dec 2018 at 03:00 AM
Singapore’s HRTech Start-ups attract more VC funding in Sep 2018!
1 Nov 2018 at 03:00 AM
100 HRTECH Start-ups in singapore and still counting
29 Oct 2018 at 03:00 AM