Why Can't Vacancies Be Closed?
Author: Marina Khomich, CEO of the VP Team. Recruiter. HRD.
We've compiled all the points that you, as a founder, should keep under control. Please take a look, and if you feel the need to discuss any of it, reach out to me on LinkedIn, and we can schedule a brief call.
1. The list of requirements doesn't align with the value proposition the company offers.
The value proposition encompasses more than just salary. It includes competitive salary proposals, the opportunity to work in a trending industry, impactful projects, growth prospects, challenging tasks, an experienced team, and more.
2. The hiring manager lacks consistent evaluation criteria.
The hiring manager should have clear and consistent evaluation criteria, free from any potential personal biases.
3. The interview process is cumbersome.
By this, we mean initiating a test task at the start of the negotiation process or conducting 5-6 stages of interviews. If you're hiring an experienced expert, it can significantly impact the time-to-hire.
4. The compensation level is based on the average salary of current team members, or the salary range for senior specialists is the same as that for middle-level employees.
Recruiting from the market is always more costly. The current salaries of the team might differ from market trends.
5. A limited pool of candidates in the market.
If fewer than 100 specialists meet the given requirements, the vacancy is labeled as "impossible to close." Some of these candidates might not fully satisfy all requirements, some might not respond, and others might reject the job proposal.
6. When the vacancy falls outside the industry benchmarks.
For instance, if the company has traditionally nurtured such specialists internally but decides to search from the external market, the likelihood of success is minimal.
7. A role created exclusively for specific needs is often referred to as a "unicorn" role.
Finding individuals for such roles might be challenging. In such cases, we recommend revisiting the required functions. There might be an opportunity to restructure existing roles.
8. The company's reputation is on the line.
Candidates meticulously review feedback about the product, founders, team, connections to russia (considered a terrorist state), and other aspects.
9. How hiring managers present the company can influence the decision-making process.
We've encountered instances where candidates turned down offers because hiring managers didn't effectively inspire them to join the team.
10. Candidates' relatives are hesitant to endorse the company.
We suggest paying attention to the current team and their overall morale.