Top Choice through a Long Hiring Process

Hiring processes are becoming more prolonged due to crowded applicant pools and increased risk due to market disruption. So how can you stay top of mind when the hiring process stretches for months?  

— PEOPLE — 

Keep in mind that you often need internal buy-in from more than one person. It is appropriate to speak with peers and those to whom you would report. In matrixed companies, this will mean more people. 

If the hiring process is very open and transparent, you can often ask the recruiter, HR representative, or your internal contact for the names and titles of these people. If someone on the inside does not disclose the people who will be involved, you can research on LinkedIn or theorg.com to track down the names and titles of people most likely connected to your potential role. 

Once you have a better understanding of the people who could be weighing in on the decision and their titles, you can often discern their priorities and prepare talking points that speak to the interests of each stakeholder. 

It is crucial to maintain polite and friendly contact with each person you meet throughout the hiring process. Many companies assume those who cease communications are no longer interested in the role or have moved on to another opportunity. 

Find out how long the hiring process will be and determine your follow-up cadence based on that timeline. If it is a six-month hiring window, perhaps you will follow up every few weeks to reaffirm your interest, offer up a new piece of career collateral, or share an interesting article. 

— PERFORMANCE — 

Another key component to staying top of mind is sharing the proof points that showcase you have what it takes to deliver. An introduction is one thing. Now you need to make a case and provide the evidence. This means sharing 1) career stories that make you more memorable and build enthusiasm among the hiring authorities and 2) measurable wins that add weight and credibility. 

Your resume, LinkedIn profile, and bio will be core pieces to position you appropriately and memorably. If done well, you reinforce your professionalism, value offering, and impact with each touch point. 

This only works if the messaging aligns across touchpoints, whether in written form (resume, LinkedIn, bio, takeaways, proposals, etc.) or in spoken form (networking and interviewing). 

— POTENTIAL — 

Beyond your track record, decision makers need to know what you plan to do next. How do you plan to impact your potential employer? 

Many candidates stop at proving they are qualified for a role. Arguably, what matters more is discussing what you can do for this team or company. You might see something no other candidate sees. You might have a path to success envisioned based on your unique perspective or a potential partner that has never been considered. What kind of future do you see for the product, service, or organization? 

Sharing a pitch deck, 30-60-90 plan, transformation agenda, or board presentation can help those on the inside start imagining the possibilities (and envisioning themselves achieving this with you). This involves research and some brainstorming on your part, as well as crafting a compelling outlook that gets people excited without giving away so much detailed information that they don’t need you to execute. Slideshows, PDFs, and even video can be used to share your vision. These should be well branded and polished for greater impact. 

A long hiring process may seem overwhelming, but it is also an opportunity. If one person isn't excited about you as a candidate, there are several more voices weighing in who may convince them you're the one for the role. Additionally, it gives you an opportunity to be considered for several different roles if you impress several stakeholders.