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4. Be Ready to Move Fast
In a hot job market, speed matters. If your current hiring timeline is cumbersome—if, say, obtaining final approvals is like herding cats—you’re undoubtedly losing prime prospects along the way. Or perhaps it just takes too long to get new people up and running.
Either way, think about accelerating your process end-to-end. Maybe your managers need to streamline hiring decisions. Maybe it’s time to update your onboarding system. Or perhaps it takes forever to bring long-distance hires in-house.
Whatever the problem, it’s fixable. Figure out what it will take to make job offers quickly…push for speedy start dates…fast-track onboarding—and, when relocation is involved, ensure that new hires get off on a swift, smooth start.
5. Recruit from Within
You undoubtedly hire internally from time to time—a smart move on so many levels. If you haven’t already, make it your policy to always try to promote from within first.
For one thing, it boosts morale and retention. For another, existing employees will get up to speed faster, because they already know your ways. And you both know what you’re getting—no unpleasant surprises there.
Beyond current openings, you can optimize tomorrow’s workforce by investing in your people today. Make sure you have an exceptional training program—and that employees have access to it. Give workers opportunities to take on new projects and work with other teams.
Chances are, your next wave of superstars is already in the house. Set them up to succeed and grow—and by the time the kinda-sorta recession rolls around, you’ll be ready to meet the moment. And so will your team.