Drag your feet once, shame on you. Drag your feet twice...

When it comes to interviewing candidates. Do not drag your feet. Here is a secret - talented people do not wait for you to get your act together to interview them and make an offer.

Waiting is wasteful. Unless you're waiting for a good cup of coffee while camping. But I digress...

To play off an ole quote...

Drag your feet once, shame on you. Drag your feet twice, shame on me. Drag your feet three times, shame on your organization, team and the company you are building.

I have a client who drags their feet, then loses candidates. They have every excuse in the book as to why they drag their feet but guess what? Smart candidates do not care. They get offers from other companies who do care and who hustle to hire talented people.

Speed and hustle. It’s that simple. You have to interview the candidate immediately. Make room on your calendar. Move things around. Accommodate the candidates - meet them early or during lunch or for dinner. If you have a talented candidate who is ready to interview, interview them immediately.

So much of recruiting is about timing and it can be controlled by the hiring managers. The companies who drag their feet lose. Every. Time. The top talent goes to their competition and destroys them.

Recruiting is simple but not easy. When done right, a hire can be done in about 7-10 business days. Maybe 11 days, if you take a holiday.

Here is the process -  do phone screen/video interview - interview in person, a few more interviews (no more than 4 interviews total), perhaps do a work simulation or sample - check references - make an offer - get the signature - done. Close it out with a cup of coffee.

Too often - a hiring manager is not ready to hire, drags their feet and wastes everyone’s time. OR a hiring manager thinks a candidate needs 17 interviews because the hiring manager can’t make a decision - a huge waste of everyone’s time. Nobody gets hired and your job is still open…

PS - If you have a good behavioral and targeted selection process - 4 interviews are enough to predict a new hire’s performance. Google created a “Rule of 4” to cut down on time to fill a role and made better hires too. Try it yourself.

Peter Valencia