I was invited to contribute on the Harvard Business Review blog this week and chose to tackle the problem of chasing that perfect candidate:
Companies often throw good money after bad when looking for the perfect candidate for an open position. Due to the lingering effects of the recession and the perception of a glut of talent, hiring managers are still picky about their hires and many jobs remain unfilled. Who can blame them? The cost of hiring the wrong person is extremely high, especially when you factor in many of the hidden costs.
When the right candidate doesn’t materialize, the common solution is to keep searching, add more recruiters, or tap a search or staffing agency to help increase the chances of finding Mr. or Ms. Right. But, keeping a job open for months on end or redoubling a company’s recruiting efforts doesn’t actually address the core reasons why it is hard to find the perfect candidate. One of those reasons is that perfect candidates are too rare to bank on.
You can read the rest of the story here.
If you’ve seen my take on the war for talent, this take probably shouldn’t surprise you. Thanks to my friends at the HBR for helping me refine and focus it into an interesting piece.