Have you ever been trying to recruit a role and it seems to have taken forever? Well if you haven’t planned your recruitment process that could have be why you missed out on the best candidate for your supply chain management role, especially in the current climate where there is a high demand for talent.
You should treat recruitment like any other project because one of the keys to a successful recruitment process is a planned approach.
The most critical days on the process are the interview dates. Devising your plan will help you get the essential buy in from all internal parties for the interview dates. Without agreed interview dates your process can drag on for weeks, as you struggle to tie up diaries you could lose the best candidates who will be in demand.
I will share with you how to decide the key dates in the recruitment process. Time scales may be adjusted dependent on the level of the role and your timescales.
– First decide when you need the successful candidate to start. This is Day 0.
– Day zero minus 4 weeks (assuming that is the typical notice period for people your sector and this level) this is when you need to have the offer agreed by.
– Day 0 minus 5 weeks. This is when you should have made a verbal offer by, as it can take up to a week to get a formal written offer to the candidate.
– Day 0 minus 5.5 weeks – Final Interview – and giving the interview panel time to deliberate. This is a key date that you will need to get all relevant internal parties to agree to in advance and ensure they keep their diaries as free as possible.
– Day 0 minus 6 Weeks – 1st interview (assuming this is two interview processes)
– Day 0 minus 7 Weeks – Invite Shortlisted candidates to interview (a weeks’ notice normally adequate especially if candidates have been informed of the timescales in advance)
– Day 0 minus 8 Weeks – Last date to brief Recruiters/Post your own advert.
Timescale can vary dependent on the typical notice period and your recruitment process. The above is a typical and realistic time scale for recruiting a Logistic Manager. Such a plan can also help you decide if you will require an Interim Manager to bridge any gap.
Hope this helps with your next hire.
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