I recently read and answered a question posted on Linkedin centred around setting SLA’s for time to hire for an inhouse recruitment team. Whilst there are many statistics around average time per hire and many variables that can affect this, I noticed a rather unique approach from Intel.
There is, and has been for a couple of years, a shortage of Talent in IT and Engineering, and a recent survey found that more than one in five employers said they missed out on a candidate because they did not make an offer fast enough. To avoid missing out on talent, Intel decided to adopt a hire in a hurry approach method to attract the brightest graduates long before their competitors.
The big change? The tech company started to hire for some jobs in a week’s time, instead of the multiple weeks it used to take. The process is now being whittled down to a couple of days, says Cindi Harper, Intel’s Americas talent delivery manager.
“The talent’s not waiting,” she says. Neither is Intel, apparently. In its new approach, managers and recruiters first determine the key attributes and skills for a job — the profile they are seeking. Then a designated manager joins Intel recruiters at industry conferences and college career fairs, where they hand candidates an offer letter on the spot. A couple of days later, they work out details such as salary and where the job is located, Harper says.
Making very quick hiring decisions may be a risky and potentially costly strategy, but is this less of a risk than missing out on talent that may end up at your competitors? It may be too early to tell but Intel certainly aren’t taking any chances when it comes to winning the war for talent.