By as early as 2010, the Baby Boomers will leave the workforce en masse. As the “reliable” generation heads towards retirement, employers will be faced with a substantial need for new recruits. And those employers who have the foresight to plan ahead know that recruiting starts now. Otherwise, there will be nothing but college grads and retirees. To prevent the “brain drain,” the need for mid-level managers must be factored into hiring and recruiting decisions now.
More than ever, the hiring process is a critical element of success planning. But hiring, of course, is no easy thing. There are obstacles everywhere. And, frankly, hiring should be a priority far beyond the Human Resources department. It should be a priority for the C-Suite, too. If senior management appreciates the fundamental need for good hiring decisions, there will be less resistance to implementing a full-fledged hiring program. In an ideal world, all companies would have one.
If you are one of the businesses fortunate enough to get buy-in from executive management, one of the best things you can do is to be highly selective in choosing the hiring team. The authority to be involved in the hiring process, at any level, should be granted sparingly. Treat the hiring team with the importance it deserves and don’t let the undeserving join the team.
Select interviewers with purpose. Not everyone should be permitted to interview. Interviewing is hard. It involves a great deal of legal exposure. It’s a great opportunity to capture the attention of the best and brightest–or to send them running out the door faster than you can say “signing bonus.”