Recruitment Strategy: Don’t be afraid to hire!
If someone says to me “Hi Paul, I am really struggling to fill this 45k HR BP role. I’ve seen 24 people and none of them are right”, then I have to question what exactly they are looking for. It’s unlikely that out of all of those candidates there wasn’t options in there that could do the job. More likely that they are looking for something that may not exist.
To be clear, I am not advocating a just hire anyone mentality! What I am saying is that, if you meet someone with good experience and the right personality that just misses on some small points, then it is often better to make a hire and put a development plan in place. The few months it may take them to improve in these areas, can easily be lost in trying to find that perfect candidate that may not even materialise.
If you are going to offer, then get on with it! The more time that goes by, the more chance there is of a candidate going elsewhere or starting to lose interest. Delays in the sign-off process happen, but it makes sense to do what you can before a final stage interview to get things in place so you can make a speedy decision and keep the candidate fully invested in the opportunity.
If you make sure your Recruiter is well briefed, move your shortlist swiftly through the interview stages and are not afraid to make an offer then it is actually quite a straightforward process! If you don’t, then that is when it becomes much more difficult to predict a successful outcome.
My final point is to ensure that you get the best possible shortlist for the role and that you don’t fall into the trap of trying to just recruit a like for like replacement of the person leaving the role.