We’ve all heard that time kills deals. Why, then, do we continue to allow the silent killer, time, to slowly creep in and squash any hope in hiring the right people? Fear, doubt, uncertainty… They all play a part in the unfortunate scenario where you finally feel that you’ve found the candidate, only to hear that they’ve accepted another opportunity.


How many times have you as a candidate interviewed for an opportunity, excitedly moved through the first few steps, then watched the process slow to a snail’s pace? You may have heard things like, “This is our process” or “We told you this could take a while” or, better yet, “You were the first candidate we interviewed.” This is far too common in law firms and companies looking to hire talent. We don’t have time to close on the people we want! These days are over. If your interview process is arduous, a candidate may have already been inconvenienced enough. Asking them to wait an extensive amount of time not only becomes irritating but can cause doubt and a decrease in interest. If you find someone you like, who matches the desired skill set, who mirrors your culture, and who you know will make your company better – make them an offer! Hire them! The worst thing we can do (especially in this market) is wait and see if someone better comes along.
Once time begins creeping in, uncertainties are born and now the once perfect candidate with a strong interest in your firm is no longer interested in making the move, or worse yet, was scooped up by a competitor.
Time can also kill deals if the process is too quick. Let me explain. We recently completed a search which involved an out of town candidate who interviewed with three decision makers. The candidate felt the interview went great and was very interested in the opportunity but wanted to continue the conversation to ensure the fit was right. The candidate continuously checked in and after a couple of weeks with no feedback, his interest was waning. Quite surprisingly, the company then quickly made the candidate an offer and wanted an answer within two days! We have also had scenarios in which after one interview, a candidate immediately received a verbal offer. Making a career change is difficult and many factors go into that decision. Be sure that you are investing enough time in getting a prospective candidate comfortable with your firm.
Communicate, and then communicate some more! Give feedback and let candidates know where they, and the process, stand. And, most importantly, make sure your hiring process is organized, methodical, and repeatable. Create a formula for your hiring success. Manage expectations appropriately and you won’t lose out on the people you want!

Nate Bogdanovich
Executive Vice President- PS COMPANIES