Yes, They Are Qualified, But Are They Deliverable? Part II

Yes, They Are Qualified, But Are They Deliverable? Part II

Posted on 21. Oct, 2010 by in Employers, Featured, Job Seekers, Recruiters, Recruiting Tips

In my last post I talked about the concept of a candidate being “deliverable.”  From the perspective of a hiring manger, a candidate being deliverable translates into the likelihood of each prospective candidate accepting the offer you extend. A candidate may have a low level of deliverability for one position but a very high level for another.

Some people reached out to me after the last post and made a point of saying that “money isn’t everything.”  I agreed with these people 100% and told them that my last post was misinterpreted.   The concept of the likelihood of someone accepting an offer should one be extended has to do with how a candidate interprets everything an organization has to offer in relation to what that candidate is looking for in a career move.

In order to predict deliverability, you have to be very aware of three things.  First, what does your organization have to offer?  Second, what does the specific position you are trying to fill have to offer and what are the types of people that would be attracted to the specifics of that position. This last bold statement is the most important because it tells you as a hiring manager who you are REALLY looking for.  And lastly, you need tools and techniques to be able to determine if the people you are interviewing will find your organization and the position you have available a good match.

Generally speaking, when making career decisions, candidates evaluate opportunities in 6 broad categories:

Challenge – This is the degree to which the candidate will feel challenged in the position.  The question here becomes, how to find someone that is qualified to do the job without having them have to do the same job they have been doing for an extended period of time.

Location – The location of the position can range from whether or not someone is willing to relocate to how long a commute will be on a daily basis.

Advancement – This comes in two forms.  One is the ability to advance into positions higher up in an organization.  For others this can simply mean advancing in their overall knowledge and experience within the same position.

Money – This is different for everyone but covers salary, bonus potential, and the variety of benefits that can be offered.

People – This includes culture of the organization, but more specifically, who the candidate will be working with and who they will be working for.  Studies have shown that the main factor for candidates in accepting a position is directly proportionate to how they feel their relationship with be with the person they will be working for.

Security – This is directly tied to the stability of the organization as well as the position.  This is very important in today’s market place given the amount of layoffs that have taken place over the last two years.

In most cases there is not going to be much flexibility as it relates to the People/Culture of your organization and the location of your organization.  Most organization have “little” to “some” flexibility in terms of the compensation that can be offered.

Knowing  your organization and what the positions have to offer in each of these areas before you start the hiring process will give you a much better idea of the type of person you should be targeting with your efforts.

David Kushan

David Kushan is the President of Healthcare IS and has spent the last 18 years of his career working in the Healthcare Information Technology industry assisting over 120 healthcare organizations nationwide. Visit www.HealthcareIS.com for Dave’s company blog, articles, podcasts and more.

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