Nothing happens in the world without desire—specifically, a person (or people’s) desire to make something happen. This also applies to the world of employment, including the hiring of employees.
For example, let’s say that officials at a company decide they want to hire somebody to fill an open position. They have a desire to make that happen.
However, the question becomes this one: how much of a desire do they have?
The answer to that question is important, because the answer largely dictates how the hiring officials will go about achieving their goal, and quite possibly, how successful they are in achieving it.
To continue with our example, let’s say that company officials decide to run an online job ad in their quest to hire somebody for their open position. If that’s the case, how much of a desire would you say they have to fill the job opening quickly?
In other words, how much urgency is tied to their desire?
Company officials are often quoted as saying that they want to fill open positions as quickly as possible with the best candidate available, or they simply say, “ASAP!” However, when they run a job ad, that course of action runs contrary to their stated goal.
The major reasons for that are as follows:
- Running a job ad will largely attract people who are actively seeking a new position, quite possibly because they are not currently employed.
- Running an ad is equivalent to a “shotgun approach” that creates a flood of applicants (some qualified and some not), a flood through which somebody will have to wade.
- Perhaps most importantly, the very best candidates available in the marketplace are more than likely NOT looking for employment opportunities through online job ads.
To find the very best candidates in the shortest amount of time, you don’t want a “shotgun approach.” Instead, you want a very targeted approach that does not include time wasted sifting through piles of resumes that represent unqualified or under-qualified candidates.
So what it really means when a company runs a job ad is that there is NOT any urgency tied to the hiring managers’ desire to fill that job opening quickly and with the best available candidate.
Conversely, when company officials have an urgent desire to fill an open position, they turn to an executive recruiting firm to help fill it. That’s because a recruiting firm has the contacts, the resources, and the experience necessary to fill it with the best candidate available in the shortest amount of time possible.
The true definition of “urgency.”
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