Hello First name / community member,
It’s May! A beautiful time of year, with lots of excitement for summer.
When we think about searches starting in the spring, we know that organizations are hoping to have a new person in place before the fall rush begins. However, we are seeing some challenges with spring and summer hiring.
First, people aren’t available. And we aren’t talking about the candidates who are trying their hardest to be available for opportunities. I’m thinking about the staff and board needed for finalizing job descriptions, scheduling interviews, and building and onboarding program. Working around schedules at any time of the year is a challenge, but during summer, extra planning is needed to see who is available and when. Then build your process around their availability.
Second, candidates are eager to get started, the kids are out of school, organizations have a June fiscal-year end, and vacations have been scheduled. While some candidates can interview quickly and start right away, many more are unable to start until September. While candidates are eager and available for interviews, plan ahead if they need to delay a start date to accommodate family schedules, moves, and planned vacations.
Third, look at your flexibility for candidates to start or onboard part-time while completing work at their current organization, take their already planned vacations, or attend meetings before their official start date. Flexibility is an organizational culture decision that serves as an option to onboard a new employee in shorter bursts of time. We’ve found that a few hours over a couple of weeks or a month can really jumpstart the official start date.
And, flexible start dates are not unpaid–this is paid work and can be accomplished with an hourly rate equal to their salaried rate on a contract basis. Be open and talk with your candidate about what they need, what you need, and how you’ll build the working relationship together.
Summer is a great time to hire as people are in the mood for a transition. Just remember transitions are happening to the candidate as well as for your organization. So be clear about your organization’s culture of flexibility and adaptation before making a hire.
