I’m the first one to advocate the proper vetting and “face-time” with a candidate and their prospective new employer. It is vitally important to those sitting on both sides of the table. But I think there are some boundaries that organizations must follow to avoid losing a GREAT candidate to analysis/paralysis.
There seems to be a false sense of security in this labor market that slows the search process to a painful grind. The HCIT market – while not insolated from the overall economy is about to experience explosive growth. I’m not suggesting that you should shorten a normal search timeline. I would never suggest that to any of my clients. However, if you find the ideal candidate that can get the job done, add value to the organization and has the ability to integrate with your existing team – Make a decision. Before the market heats up – pull the trigger, start the on-boarding process and let the new hire get started.
I think Lincoln (I AM A HUGE FAN) said it best – ““Good things come to those who wait but only the things left by those who hustle.” Abe was right!