Speed up the recruitment process
- Attempt to limit biases that systematically eliminate potential high quality candidates. Even when short staffed, I notice recruiters seeking out a 90% fit to perceived needs.
- Be honest (face reality) about turnover and/or lower value (risk) with a 30-35 yr old vs hiring a person 45+ worker. I see frequent age bias (though legally done), reluctance to acknowledge that mid career hires are risky vs. more mature pros.
- Close barriers that prevent engaging a person as consultant/contract worker for a stated headcount position. Flexible contract to hire should be win win, where otherwise a skill need stays unfilled for extra weeks
Have some input?