Speed and communication. Competitive advantage in the talent shortage

At Servitalent, we operate in the front line of talent brokerage and Talent Search services.We constantly warn our clients that the paradigm has changed: the market has gone from being dominated by companies to one where the candidate is scarce and has the power to choose.

This is the landscape of recent years in the recruitment industry, where reliability and transparency in the process have ceased to be mere courtesies and have become strategic pillars of the employer brand.If your company is looking to attract high-level talent, especially in Executive Search profiles or with shortages in the market, it must focus on two critical elements: strict compliance with deadlines (speed) and exquisite communication.

1. The cost of slow recruitment.

Deadlines and candidate experience

In this context of high demand, high-value profiles are always at stake.A top candidate, typical of headhunting processes, does not wait for.He/she is usually involved in multiple selection processes and has a high probability of receiving an offer within 7 to 14 days.

Risk of leakage in talent recruitment

Agility is vital. If your talent search process is slow, or if feedback is promised within 48 hours and delivered within five days, the candidate will perceive disorganization or lack of interest. The most common result is that he orshe will accept the first serious offer that comes in, almost always from a more agile competitor that has optimized its executive recruiting.

Branding and efficiency

Speed and on-time performance projects an image of an efficient, respectful and professional company. This demonstrates that your time and the candidate's are equally valuable, laying the foundation for a mutually respectful relationship from day zero, which is essential in modern HR consulting.

2. Proactive communication: Managing uncertainty in recruiting

Communication in a Talent Search process is not only about informing the candidate that he/she has been selected.It is about managing uncertainty at every stage, even when there is no relevant news.

Factors that define quality communication in a selection process:

1. Transparency: it is vital to establish the steps and timelines in advance.
   For example: "The executive selection process willconsist of 3 phases and we expect to complete it in 3 weeks".
2. Proactivity: Notifying delays before the candidate has to ask makes a difference.A simple message indicating a schedule delay is worth more than a day of silence and reinforces the company's image.
3. Constructive feedback: Providing professional and respectful feedback to unsuccessful candidates is essential.This not only protects your company's image, but maintains a positive pipeline of talent, as that professional may be ideal for another Executive Search position in the future .

Your talent attraction strategy

In the fight for scarce talent, your most powerful weapon is not just compensation or salary benchmarking, but the experience you offer during the process.

Meeting deadlines and communicating transparently is proof of commitment and respect. It's your company's way of saying to the candidate, "We value your time and want you on our team". Optimizing these processes is the key to success in the search for qualified professionals.

Are you losing key talent by not streamlining your selection processes?