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Hurry-Up-And-Wait Hiring is a resource and credibility killer.
There’s 2 ways this typically manifests. One is well intentioned. The other is straight trash.
1.👍 We advocate for hiring managers to be highly involved in the recruitment process. The more feedback they give, the better. Especially early on when the search is being calibrated. Keeps everyone on track and cuts down the time to fill.
Unless it turns into gatekeeping. There’s a fine line between providing direction and not trusting your teammate’s judgment.
But the real difference is speed.
👉If you want to review profiles up front, give feedback in 24 hours. 48 tops. Past that, it’s counterproductive.
If you’re strapped for time and can’t offer your feedback in that time frame? It’s understandable.
But take a step back. Don’t become a bottleneck. Trust your recruiter to get it done or have someone else on the team give quicker feedback.
2. 👎The fire drill to get a batch of candidates. Followed by radio silence and no movement.
Your internal recruiters have a lot going on. Not just your openings but those across the org. They prioritize the most pressing needs.
So when they work on your projects, weeks go by and you don’t do anything with their work?
You pulled them off other searches your colleagues could have used help with. The whole company is set back.
And credibility takes a hit. Your internal TA absolutely knows which hiring managers are serious, and which aren’t. It 100% plays a role in what they focus on going forward.
Not to mention your credibility with job seekers. Those candidates you sat on for a month? They’re not available now.
If they are, they’re not interested. ✌️
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.
Just say no to hurry-up-and-wait hiring