It’s summer in Alaska and many of us know that disappointing feeling when we lose the “Big Catch,” you know the fifty pound plus king.

This is not a story of the one that got away or a tall tale that gets bigger every time you tell it.

This article is about managing the tempo and timing when you find talent.

Keeping talent on the line while you navigate hiring committees or negotiate compensation takes a similar finesse to reeling in a record breaking fish. You have to reel it in with patience, navigate the rapid waters, delicately tug, and eventually you get your fish to shore.

When you find the elusive catch that fits your organization culturally and with the necessary technical skills you have to be prepared to communicate often, display the attributes that matter to your organization, and begin the onboarding from your first meeting.

Here are ten things to think about from the time you set the hook to the time you land your new hire:

1. Know what problem the organization is trying to solve and develop a job description that conveys the job duties and responsibilities clearly.
2. Define success, know how you will measure the new employee at 60 days, 90 days, and a year. Be clear so that you can provide your new talent with an opportunity to succeed.
3. Advertise your opening on the best platforms. There are many associations, affinity groups, and social media platforms specific to areas of expertise and many of them are free
4. Use a recruitment firm for difficult searches. Recruitment firms have databases rich with qualified applicants, many already vetted for technical competencies.
5. Do your homework, complete a skills test, background check, and references. A bad hire is costly and impacts the morale of current employees.
6. If you have highly qualified applicants do not leave them on the line for weeks, months, or a season. They will find other opportunities. Communicate with them routinely if the process is lengthy.
7. Display your company culture openly when you communicate. Culture fit is crucial for the success of any new employee
8. Make a fair offer, do not waste valuable time negotiating lower wages or compensation packages. Candidates know what their worth and if you try to get them at a bargain you risk losing them or worse, offending them.
9. Make their first day memorable. Welcome your new employee and introduce them to the team they support and the team that will support them.
10. Tell your company story. New employees should know your history, the company culture, your core values, and your service lines. Let them know how they contribute because every employee does.

So, the timing is crucial, but the tempo even more crucial. Communicate, communicate, and communicate again. It is a bit of a navigation, but if done well both the organization on the new employee will land on solid footing and your organization will benefit.

Need help with your recruitment efforts? We are here to help! Our team of staffing consultants use a consultative approach to finding the right people for you. Schedule your free consultation and learn about how we can help.