Evaluating the Significant Value of Time In Talent Acquisition

Process and Momentum Are the Keys to Securing the Best Candidates at the Best Value.

Medallion Partners focuses on creating a customized process to maximize momentum for the best talent to participate and be acquired as desired by our clients. At role kick-off, Medallion ensures clear talent acquisition and decision-making processes. The clarity is not to make our job easier. The needed clarity is to ensure our clients secure the best talent at the best value available. Three things to avoid to win the “war for talent:”

1) Drawn-out processes: the candidate will become less interested over time

Consider the value of time to a candidate, especially a passive candidate. If a process has six steps paced with interactions over six weeks – to make a decision, to offer the role, and start – the candidate will find ultimate value. If you perform this process well, it means the candidate will be most interested and require the least total reward.

However, for the same six-step search process drawn out over 12-20 weeks, a candidate will become less interested due to reduced momentum, and the value of the role to them will diminish. The candidate will have less incentive to make a life change, the pool of candidates with shrink, and the best will require a higher total reward to create change.

2) Too many touchpoints: candidates will start to question the employer’s understanding of the market and their ability to make decisions

Medallion Partners leverages extensive industry experience to provide incisive market insights. These insights ensure our clients fully understands the role’s position in the broader market and the critical decision points in hiring the right person. Our industry experience, networks, and the utilization of the Medallion Matrix provide an objective viewpoint to inform our clients of the best process and specifications to consider. By doing this work before a search kick-off, our clients can be convicted in their decision process and maximize candidate value.

3) Impersonal communication: candidates want to feel valued and appreciated

Part of what sets Medallion apart is our value to over-serve. We want candidates to feel as though we are their partner and confidant throughout the hiring process. We also want companies to see us as an extension of their hiring team. When communication is sparse, impersonal, and vague, candidates can start to feel like an afterthought.

Medallion’s clients have many common characteristics:

Our clients often display these characteristics in building their roadmaps for new products and services, driving market share, or communicating to the markets. Medallion believes that in Talent Acquisition, employers lose time and quality in valuing the best talent. Medallion provides quality talent through our process and drives results for the hiring team to ensure maximum value of time spent. A well-thought-out timeline offers enormous dividends for the employer brand for the duration of the employee’s tenure.