Contributed by Corporate United, CU Quarterly, September 2012
Today, the hiring process takes more time than it used to – that’s just the new normal. There are many reasons for this, but primarily it’s driven by the fact that employers are slower to pull the trigger on a new hire because the risk of selecting the “wrong” candidate takes on much more weight and meaning organizationally today than it did in the past. Job requisitions are highly scrutinized and coveted because there just aren’t as many of them to go around.
Obviously this has a significant impact on the unemployed population – the job seekers themselves – but how does this impact the employer, and what else is there to do? This isn’t new ground, but now more than ever before it is to a company’s detriment if they do not have a total talent strategy in place – and yes, this must include nonemployees such as contingent workers, independent contractors, consultants, etc. Some job openings provide an excellent opportunity to look for “temporary to permanent” candidates. What are the risks and what are the rewards of including temporary and temp-to-perm labor in your talent strategy?
There’s no magic to this at all. So the next time you have an open requisition for someone talented, why not try this approach? It lets the employer and the worker “try each other on for size.” Who knows… maybe you’ll find that perfect fit!