For many companies, Q4 is crunch time for meeting year-end hiring needs. Some may see hiring in the fourth quarter as too time consuming with finishing up year-end projects and the looming holidays. However, the next few months can be a great time to hire if you construct a solid strategy. Here are some helpful tips to keep you hire qualified candidates this quarter.
To start off, determine a timeline. According to Sharon DeLay, SPHR of BoldlyGO Career and HR Management in Columbus, Ohio, ask: “When does your budget really support this position?” Strategies may vary depending if the hiring need and onboarding process is Q4 vs. Q1. If your position is a truly a Q4 need:
Streamline the process and ask your hiring managers to block days for interviews. If your process normally takes three steps, coordinate schedules to combine your process to two.
Communicate regularly with internal and external recruiting partners. Recruiters prioritize their activities based on the priority of positions. Your position will receive more attention if you communicate a sense of urgency.
Advance a candidate “up” or “down” through your process versus an approach of talking to six people over the course of a week, narrowing to two, and then extending an offer to one. The job market in the fourth quarter moves quickly.
Consider bringing in consultants to help meet year-end deadlines while the search continues for a full-time employee.
At the same time, don’t rush the process of hiring to the point where you hire someone who may leave a year later, keeping in mind retention is key. “Have confidence in your own training and mentoring abilities to hire beyond a skill set parameter,” says Jennifer Adkins, senior employment specialist at St. Luke’s Episcopal Hospital in Houston.
Joey Price, PHR CEO of Jumpstart: HR also recommends focusing on retention in the fourth quarter. “Look into how you’re doing with professional development and training of the employees you currently have to create a great work environment whether or not you’re looking to hiring in the coming months.”
Whether your plans are for hiring or creating a plan to retain employees, fourth quarter is the time for action.
Weigh in on our LinkedIn poll about your hiring plans for the fourth quarter: