RECRUITING CHANGED IN 2020: WHAT DOES THAT MEAN FOR 2021?
The Colosi Associates Process
Colosi Associates’ detailed process and extensive experience help us determine early in a search process if a candidate’s past accomplishments and future potential are a match for the client’s open role. With respect to mode of communication with candidates and level of in-person meetings, my process has been the same for 20 years:
Start with a very detailed phone screen. Ask questions to see if the candidate could be a good fit. This doesn’t mean checking the boxes on things like the “right” schools and exact years of experience, but diving into what they’ve accomplished…and their dreams!
Meet with the finalists, in person, to understand who they are, personally and professionally.
What’s important to add to the above process is that I’m involved from the first phone call to the signed offer, and everything in between…ideally, in-person!
This process has worked. It’s been what sets us apart from other recruiters. It has resulted in exactly no cases of a client releasing a candidate due to culture fit. In fact, replacing hires for any reason is rare for us.
2020 Brings About Video Screening as Primary Method of Interview
Honestly, I didn’t want to change the secret sauce of shaking hands and sharing a meal with candidates and hiring managers, but COVID-19 left me with little choice. In-person meetings were put on hold and everything transitioned to the use of video calls. Video calls have sped up the recruiting process by replacing the longer lead times needed before in-person meeting coordination. However, cultural fit, an integral part of a successful hire, could be at risk. As the old saying goes, “hire for skills; fire for culture.” So, what do we do?
Getting Creative and Flexible with our Process
A professional in my network who also relied heavily on in-person meetings and had to go strictly to video calls lamented that it prevented him from “reading the room,” something he was really great at. I understand this sentiment. Meeting in-person with candidates wasn’t just informative. It’s instrumental in my process in comparing candidates. Emotional intelligence, soft skills, and professionalism come out better in-person than on Zoom.
We came up with a solution during a CFO search earlier this year. After several rounds using video calls, the CEO was not getting a strong personal connection with candidates. The client and candidates were local, so we implemented low risk, socially-distanced outdoor walks with the client and candidate (all parties were comfortable and no one was high risk). We learned to be flexible in these times, while maintaining the safety of client and candidate.
What will my Process Look like in 2021?
I will continue to have a detailed phone call on the first meeting with candidates. This call allows me to take good notes and not worry about making eye contact via Zoom.
Then we go to Zoom – this is still going to be a crucial part of the process that wasn’t there prior to 2020. The value of using video still helps cut down on lead times and allows an initial read of the candidates. Then, for finalists that are local, we’ll rely on the tried-and-true way to evaluate the culture match between company/hiring manager and candidate, safely and socially-distanced (for now). As the year progresses, we’ll lean more heavily into this final step of in-person meetings.
The main aspect that won’t change at Colosi Associates is that each of our search projects will be tailored to each unique circumstance in order to achieve the best results. With each hiring situation, we’ll be flexible and creative in finding ways to still get best-in-class results. In a recent search for a CFO, the CEO and I mostly had distanced, in-person meetings. For us, this was the best way to do it. I learned about the CEO and how to make a match for him, specifically. For those not comfortable with in person, we can get creative in other ways and use technology!
In an article on Harvard Business Review, “When Do We Really Need Face-to-Face Interactions?” the authors describe how they see companies moving forward. The article states:
"The challenge going forward is to understand the enduring value of focused, face-to-face experiences and then leverage virtual ones to augment and extend them. While that blended future is still quite distant, companies will need to start considering what warrants face-to-face interaction and how to make the most of those precious opportunities."
The bottom line: My search will remain tailored to your needs as a unique company, and I’ll employ creative ways to help place the best candidate for your company’s goals and culture…no matter what 2021 brings!