🌠 A shortlist of 5.... right now that is 100% a luxury 🦄. If you get 2-3 strong candidates in a block for a vacancy then you are doing well. The hiring managers that move fast at the moment are the one's taking the talent. 🏎️
If you like someone, you've tested their ability and they are on budget, you should offer. The luxury of 'benchmarking' will hurt your hiring plans. The best won't hang around to get bored by a slow process 🥱
Also, you CAN still benchmark - benchmark the candidates you see against other people you have hired before, those you know now and who you know of in your network. 🧍♂️🚶♀️
If possible, bring more stakeholders into the process earlier and get consensus built quicker. 🤙
If you are feeling the skills gap and a key stakeholder in your business is not moving quickly, educate them on the cost to their time of re-recruiting the role AGAIN in 6 weeks. 💲💲💲💲💲
If you benchmark a candidate's skillset against your network, alongside peers - your collective in-depth knowledge and intuition as hiring managers will deliver a result. That is far more powerful than waiting for "more options", and allows you to move fast and attract top talent. 🧠
If you don't do it, someone else will.... 🎡
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