The Early Bird Gets the Worm – and Other Lessons for Better Recruitment Results 

By Janie Warner

In case you haven’t noticed, the year is 2024 and we are now experiencing the greatest advancements in technology in the history of humankind. No longer burdened by “snail mail,” “in-person applications,” “letter writing,” “paper checks” and hundreds of other time-consuming tasks, technology has changed our world. Mostly for the better (although I know I will get some pushback on that!).

So why, in this time of instantaneous information, are job applicants left waiting to hear from employers – often for weeks – after they’ve submitted their application? Job boards are full of positions from employers who say they’re “urgently hiring” and yet applicants sometimes never hear back after they’ve expressed interest. 

There are a number of issues that may be involved here, but one of the biggest recruitment lessons is “the early bird gets the worm!” Companies who can assess, interview, and make hiring decisions quickly and efficiently are winning the war for the best talent. The ones who languish in the labyrinth of indecision are left with the least desirable candidates and suffer loss of productivity and reputation when service levels are not met due to unfilled positions.

Another recruitment lesson is to avoid a bias against “older” or “well-seasoned” applicants. For many reasons, individuals who are nearing or at traditional retirement age are deciding to postpone retirement. But they’re often overlooked for promotion or employment opportunities because of a bias regarding their age and/or experience levels. These effective and innovative workers are too often dismissed as viable candidates. 

Thirdly, another thing that gets in the way of effective hiring is the drug screen. Although very controversial, with the legalization of marijuana not only for medical purposes but for recreational use in most states, many potential workers are unable to pass a drug screen. With an eliminating screen showing only “trace” amounts, an applicant can miss out on an excellent job opportunity, even if their consumption of THC was weeks earlier. There is no such prohibition for alcohol use. In fact, an applicant can show up for a drug screen with a hangover from over-imbibing the previous night and still be considered fit for hire. Further, they could have just had an alcoholic beverage immediately before the drug screen and, unless they are exhibiting signs of inebriation, would still pass the test.

So, what are the answers to these three hurdles that get in the way of hiring faster, better, and more efficiently? Here are a few ideas:

1. REVIEW your processes. Ask yourself where is the bottleneck that keeps us from making hiring decisions in a few days rather than weeks? Don’t wait for a “better” candidate to magically show up in your inbox. Review all applicants as soon as you receive their resumes and if they are eliminated from consideration be sure to let them know right away – no need to wait until you’ve made a hiring decision. When your company earns a reputation for hiring quickly, your applicant pool will explode. Most job applicants either apply because of a recent issue at their current job or they need to be hired quickly for financial reasons. The company that shows they can make decisions quickly and decisively will get the best talent before other organizations.
2. ANALYZE your qualifications for each job. Be honest as to any bias toward experienced workers. What is the concern? That their age will mean they will retire in a couple of years (or less) rather than stay with your company for a full career? Or a belief that your company will have to pay more because of their experience and pay history? Is there a prejudgment that an older worker will not “fit in” with the young culture you believe your company presents? Or maybe that at a certain age an applicant will not be as tech savvy as an employee in their 20s? 

All of these concerns are assumptions (some of them based on stereotypes) that may not be grounded in reality. The truth is there is no guarantee that any employee regardless of age will stay with your company long-term. It is rare for a worker to spend their entire career with one organization. Secondly, a presumption about pay is just that! Employees work at jobs for various reasons – even more so as they age – and money is not always the main factor. But wouldn’t it be a smart move to hire that truly experienced worker with a proven track record at a bit higher pay rather than someone at a lower salary who will need months of training? 

And by the way, cultural “fit” is never an age thing. It would be quite unusual for any successful company to be only comprised of one generation of workers. At some point, everyone would “age out” and there would be no longevity at all! As for the supposed technology gap, have you noticed, for example, how many older people at the airport use their cell phones to scan their boarding documents? Or use a mobile app to read scriptures or sing hymns at church? Younger workers in 2024 did not invent existing technology. And they are not its sole users. An assumption that older workers do not embrace it is just incorrect – and we all know what happens when we assume!

3. CONSIDER your drug policy. Unless there are specific regulatory, safety or security concerns, you may want to remove THC from the list of prohibited substances on your pre-employment drug screens. As with alcohol, that would not prevent screening for reasonable suspicion once hired. But your candidate pool could be greatly increased with excellent candidates if you viewed marijuana (and its increasing popularity) in the same vein as alcohol.

Again, speed up your processes, consider the older/over-qualified and well-seasoned candidates, and look at the reasons (including those related to drugs) you eliminate potential great workers. It’s a different way of thinking. It’s a different way of doing. And it’s how to win at recruitment in 2024.