Special Report: Will your hiring process survive the next decade?

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If you are like the average company in the United States, your hiring process takes 62 percent longer to fill a job than it did in 2010.


Translated to days, the average time-to-hire is 68 business days. That’s 26 days longer than 2010. [CEB]


When you measure it by amount of revenue lost per day, that could mean tens of thousands of dollars for an advanced manufacturing company like yours.


The truth is if you do not change how you hire, it will only get worse.

Your competition awaits

The US government estimates 3.5 million jobs in advanced manufacturing will be filled in the next decade. (atlantic article)


This massive hiring spree is equivalent to 1 percent of the current US population. (double ck math)


In fact, depending on skill pool shortages, scarcity could surface especially for companies looking to double-down on robotics and automation talent.


All this means your next jobs will require candidates who possess even more specialized skill sets than ever before.


And the demand for them will be multiplied many times compared to today’s job market.

The dream candidate

The best of the best won’t apply for your job. It’s a pipe dream if you think otherwise


He has the skills you need, a fresh perspective on best practices, and talented colleagues to join him at your company later on.


He’s a dream candidate but the problem is he’ll have a job already.


While it’s not impossible to capture her interest, it’s not going to come from the tactics you use now.


Based on the stats, we think it’s fair to say the current hiring processes don’t cut it.


Searches take too long. “Pipelines” for candidates barely exist. The cost in revenue and staff time adds up.


Many companies don’t even know the full cost to make a hire.


These are the reasons why HR leaders told CBE that recruiting was one of their two hardest tasks — it’s much more complex than it used to be. (cbe)


It’s also why your dream candidate never even knows you are hiring.


She can transform your company but she never sees your job ad. She’s not looking for it.


How to get the dream candidate

Sharp advanced manufacturers are obviously an intelligent group of people. Some companies see what’s coming and are evolving. They are scuttling their cobbled-together recruitment tactics and thinking more strategic.


Their shift in strategy doesn’t ignore the best candidates in the search — it focuses on getting her before anyone else does.


The new best practices in hiring leverage your hiring plan to your advantage as soon as you finish it.


The leading companies are starting to use their hiring plan as a blueprint to find the best candidates months before a job actually opens.

Recruiting 3.0: Build the pipeline. Hire the best.

If you’ve been around HR and job searches long enough, you’ve probably had heard of “passive candidate pipelines.”


If case you haven’t, passive candidate pipelines are when a company actively recruits a group of “passive candidates” now rather than waiting for the job search to open. In otherwords we get proactive in your search rather than reactive. We start pipelining passive candidates today for positions slated for hire next month or maybe even Q4. This approach results in a much more effective and efficient recruiting process that typically produces a short list of candidates in 24-48 hours rather than 30-45 days.


You can do it yourself or you can hire a trusted search group like us at VenTech Search to do it for you.


When you work with us, we discuss your hiring plans before you actually open your job search.


We begin searching immediately (typically 2-3 months or more in advance) and start finding the very best candidates for your opening — both passive candidates and also candidates who are actively looking for work.


How this differs from how you might do it now is we have special processes in place to attract candidates (ethically and respecting your confidentiality) without the use of job ads.


We nurture them over the coming months and then make a warm introduction to you when you are ready.


What you get are pre-screened, properly vetted candidates who most likely are working at a top company in their speciality, but were not actively seeking to switch jobs when we tapped them on the shoulder and asked them to lean in to hear about your opportunity.


To put it another way: You are getting the best candidates, including those you never would have found in the first place.

A lot of people quickly dismiss passive pipelines because they think candidates will drop out or select another job when it comes time to hire.

It’s our experience that this happens between 3-5 percent of the time.


But if you are seeking the best candidates, then ask yourself how many of them will respond to a job search if they aren’t actively looking?


While it does cost you a fee if you hire one of our candidates, there’s literally no risk or cost to having us set up a pipeline or multiple pipelines. When you add up all the costs of your search, including employee time, our fee is comparable — especially because there’s no payment on your part if we can’t find a candidate you hire.


If you don’t think it can work for your organization, consider this. Recruiters, on average, produce 5 percent of the candidates to hire in a given year.  (SilkRoad)


But companies hire 10 percent of their employees from the recruiter-introduced candidates.


Given the changing landscape, we’d like to show you how this can work to your advantage beginning today.

Contact Managing Partner Jay Veniard to discuss what would work best for your company.

You can schedule an appointment that’s convenient for you by clicking here.


Ventech Search Group specializes in recruiting automation, robotics, and controls professionals for manufacturing and advanced technology companies.

Special Report: Will your hiring process survive the next decade?

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