Is it Really a Priority Hire?

As a recruiter, there’s nothing more frustrating than an employer reaching out for help with a “priority hire”, providing all the detailed information for the type of candidates they’d like to see, only to fall completely silent once you send candidate resumes over for their review.

Sound familiar? Probably, because it unfortunately happens quite often, yet it doesn’t need to. Why? Because it either isn’t a priority search, or the proper decision makers are not in sync. Let’s review.

What is a "Priority Search"? In recruiting, a priority search typically refers to a high-priority, time-sensitive hiring effort for a role the company urgently needs to fill.

They key word here is “urgently”. These types of searches require focused attention from recruiters, hiring managers, and sometimes even executive involvement. If all involved are not in sync, then employers risk losing quality candidates who typically have a very, very short shelf life, and recruiters lose the confidence of these candidates. In this situation, everyone loses, and employers risk losing the attention of their recruitment partners.

If its truly a priority search, then proceed as such. If not, then call it what it is: a passive search, and allow recruiters to have these candid conversations with candidates so everyone is in line with timelines and needs. In the end, it will produce the best results.

Good Luck, and Happy Hunting!