Stubborn vacancies are a nightmare for an internal recruiter or hiring manager. Instead of blaming the prolonged vacancy on a shortage of qualified applicants, perhaps it is time to determine if the job itself is actually fillable. It is time to take a hard look at the position and posting to see if the opportunity is set up for success – or failure.
Enjoy!
Vincent Scaramuzzo
Job is Still Vacant? Here is Your Problem…
Hiring managers are quick to say that a position has remained open due to a lack of qualified candidates or a skills shortage. However, this is usually not the reason. In fact, one may argue that this is pretty much never the case.
The average time to fill a position is 42 days, with a range of 14 to 63 days based on the industry. When an open position remains vacant for longer than 90 days, it is rarely a lack of qualified applicants or a skills shortage. It is usually because of one or more of the following reasons:
Reason 1 – Focus on Perfection.
In so many cases of stubborn vacancies, the organization is looking for a carbon copy of the person who was previously in the role. They desire the exact skill set, proficiency, education, and experience. There is little to no wiggle room and they will only entertain resumes from those who possess everything on the list. But positions tend to evolve over time. And the person in that role evolves with it, learning new skills and adapting accordingly. Hiring managers do not always remember this evolution because it usually happens behind the scenes.
Remember: perfection does not exist. The next person in the role may not be an exact duplicate of the previous person – and that’s alright! Instead of looking for perfection, look for potential. Look for the ability to learn and grow in the position. Look for someone who is capable of the basics and train them to master the other nuances of the role.
Reason 2 – Unexciting Compensation Package.
A great compensation package is so much more than a competitive salary and 401k. It includes benefits such as health insurance, dental and vision plans, flexible work schedule, vacation and personal time, merit-based bonuses, and other company-specific perks. Quality candidates are looking for comprehensive benefits packages and will likely move on if you are not offering one.
Reason 3 – No Sense of Urgency.
If the open position is not putting stress on the team – and subsequently on the hiring manager – there is no urgency to fill the empty slot. This can do a lot of damage over time, as others are forced to take on the additional responsibilities of the vacant role. It can even lead to a position never getting filled.
Reason 4 – Slow Decision Making.
Speed is key when filling any open position. Top talent is in high demand and will quickly entertain an attractive offer, even if your position is more intriguing or in-line with their career goals. If you want the best talent, you need to move fast.
Perfection, weak compensation packages, and no sense of urgency to look at applications or make a decision will all make it impossible to fill an open position. Next time you are up against a stubborn vacancy, take a look at these different aspects to make sure your open position is not doomed to stay that way forever.
The competition for exceptional talent is at a fever pitch right now. Have you lost a great candidate recently to a counter-offer? Maybe you lost them to a competing offer? If your interview funnel has been less than satisfactory and your pool of qualified talent is drying up I invite you to a complimentary consultation on how to attract great talent on a consistent basis AND how to procure them so you don’t lose them to competing offers. Reply to this email to schedule. I promise that in our call together you will leave with 2 or 3 ideas that will greatly impact your ability to find, attract, and procure the top 10-15% of the candidate pool on a consistent basis.
Vincent Scaramuzzo is the President of Ed-Exec, Inc. A leading Education Executive Search Firm. He is also a contributing author to various education publications. As a specialist in the education field for over a decade, Scaramuzzo works nationally. He can be contacted at vincent@ed-exec.com 860-781-7641.
*Not all articles are original works of Vincent Scaramuzzo or Ed-Exec, Inc.*