56 SMT007 MAGAZINE I DECEMBER 2020
are highly sought by other organiza-
tions. It is important for the company
to move quickly and make an offer to
highly competent candidates that dem-
onstrate a culture fit with the organiza-
tion's values and brand.
According to another Forbes' article
[4]
:
"Companies are competing in a war
for talent where the best candidates are
off the market in just 10 days. Job seek-
ers are receiving multiple competing
offers and won't waste their time going
through a lengthy recruiting process.
Glassdoor reports the average inter-
view process takes 23.7 days. If lon-
ger, candidates perceive it to mean they're not
the top pick or the company is unsure about
advancing them to the next stage."
Conclusion
In summary, you must first understand your
organization's core values and the importance
of branding in recruiting. Next, screen candi-
dates for competency and culture fit using the
four recommended screening categories, and if
you identify the right candidate, move fast to
make them an offer. These steps will help you
redefine how you recruit, attract, and hire the
right talent. SMT007
References
1. Vivian Maza, "The Importance Of Establishing Com-
pany Core Values—And How To Define Them," Forbes,
March 26, 2019.
2. Arpit Sinha, "Six Reasons Branding Is More Important
Than Ever Before," Entrepreneur India, May 14, 2018.
3. "13 Great Examples of Employer Branding," Uncubed.
4. Heidi Lynne Kurter, "Employers: Here Are 3 Reasons
Why Candidates Are Ghosting You," Forbes, December 31,
2019.
Alfred Macha is the president of
AMT Partners. He can be reached at
Alfred@amt-partners.com. To read
past columns or contact Macha,
click here.
fit to culture may be problematic. Compa-
nies take a high risk when hiring these can-
didates, as they may create unnecessary con-
flicts in the organization. They can deliver
exceptional work as individual contributors
but may not work well with others or not
support companywide initiatives that they
don't agree with.
3. Medium-Value Candidates (Low Risk)
These candidates may not have the neces-
sary competency to initially excel in the job
but demonstrated the right culture fit during
the interview process. The hiring manager will
need to decide whether candidates in this cat-
egory are trainable or can learn the skill sets
required for the job in a short period of time.
These candidates can be great employees if
they can develop their skills to meet the job
requirements.
4. Low-Value Candidates
Many of the candidates applying for the job
will fall into this category. These candidates
do not bring the right skills to the job and have
not demonstrated alignment with the compa-
ny's culture.
Move Fast to Make an Offer to
the Right Candidate
Once the evaluation of candidates has been
completed, it will be easier to select the right
candidate for the job position. The candi-
dates categorized in the high-value category
Figure 1: Candidate screening.
