Mastering the art and science of high-impact hiring is non-negotiable. Tim Farrelly, Co-founder and Co-CEO of Coit Group, and Tim Gorewich, Recruitment Lead at Coit Group, recently joined the Become of Hiring Machine podcast by Loxo.
They chatted with Sam Kuenhle and shared their insights on the state of current candidates, how to balance speed and quality, and the differentiating factors that have led Coit to be one of the premier recruiting partners for top tech talent. It’s more than just a conversation; it’s a masterclass for talent acquisition leaders. This article will delve into key takeaways that can significantly affect your hiring outcomes.
The Informed Candidate: A Double-Edged Sword
“Candidates are super savvy these days. They’re not settling. They know what they want and they know what to listen for because there’s so much information out there.”
Tim’s observation speaks volumes about the new breed of job seekers. Today’s candidates are more empowered than ever, thanks to easy access to information. They are not just looking for a paycheck; they are looking for a role that aligns with their career trajectory, values, and personal aspirations. Job seekers now have the tools to research company culture, leadership styles, and even team dynamics before they even consider hitting the “apply” button.
This newfound empowerment is a double-edged sword for talent acquisition leaders and recruiters. On the brighter side, informed candidates who willingly choose your organization are more likely to be engaged, committed, and aligned with the company’s vision. They won’t just work for you; they’ll work with you, acting as brand ambassadors and driving forward the company’s mission.
But that sets a higher bar for recruiters who must step up to appeal to those discerning candidates. A competitive salary is not enough; recruiters must also demonstrate a strong employee value proposition (EVP), career advancement opportunities, and a culture in which candidates can see themselves thriving.
Balancing Act: Quality vs. Speed in Hiring
Every talent acquisition leader faces this dilemma at some point: do you prioritize speed or quality? It’s a particularly relevant question in times of hypergrowth or when an unexpected departure leaves a crucial role vacant. The pressure to fill roles quickly can lead to compromises, settling for ‘good enough’ candidates rather than the ideal fit.
Tim Farrelly challenges this notion: “What if you could change option one from being luck to a very planned methodology?”
Enter Method by Coit™, the game-changing strategy that eliminates the need for compromise. With a structured, data-driven approach, Method turns what might seem like fortunate timing into a repeatable process. It offers a roadmap for organizations, ensuring they don’t have to compromise on quality hires, regardless of external pressures.
The Power of Method by Coit™
Method by Coit™ isn’t just a strategy; it’s an operating framework that encapsulates decades of Coit’s experience in tech recruiting. It incorporates best practices, efficient processes, and most importantly, a proactive mindset. With Method, you’re not just filling roles; you’re building high-impact teams that contribute significantly to organizational success.
Method focuses on several key aspects:
- Candidate Profiling: Understanding not just the qualifications but also the soft skills and cultural fit.
- Targeted Outreach: Utilizing data analytics to reach out to candidates who are most likely to be both qualified and interested.
- Streamlined Interviewing: Making the interview process efficient yet thorough, to ensure that both parties get the information they need without unnecessary delays.
By applying Method, talent acquisition leaders turn the uncertainties of the hiring process into certainties. It’s not about hoping for the perfect candidate to come along; it’s about creating a system where the perfect candidate is inevitably found.
Mastering the Art and Science of Hiring
Talent acquisition is both an art and a science. The art lies in understanding human psychology, in empathizing with candidates, and in building relationships. The science lies in the methodologies, data analytics, and systems that make the art possible at scale. And of course, talent acquisition is finding recruiters that can mix the art and science to deliver the very best candidates.
As Tim Farrelly aptly puts it, “One of the most impactful things you could do to contribute to an organization’s success is to maintain a very high bar when you’re growing a team.”
At Coit, we stand by this ethos. Whether you’re looking to launch, sprint, scale, grow, or pivot, the insights from industry leaders like Tim Farrelly and Tim Gorewich offer invaluable lessons for mastering both the art and the science of high-impact hiring. Make sure to give the episode a listen!