The talent's not waiting – Intel hand candidates an offer letter on the spot

I recently read and answered a question posted on Linkedin centred around setting SLA’s for time to hire for an inhouse recruitment team. Whilst there are many statistics around average time per hire and many variables that can affect this, I noticed a rather unique approach from Intel.

There is, and has been for a couple of years, a shortage of Talent in IT and Engineering, and a recent survey found that more than one in five employers said they missed out on a candidate because they did not make an offer fast enough. To avoid missing out on talent, Intel decided to adopt a hire in a hurry approach method to attract the brightest graduates long before their competitors.

The big change? The tech company started to hire for some jobs in a week’s time, instead of the multiple weeks it used to take. The process is now being whittled down to a couple of days, says Cindi Harper, Intel’s Americas talent delivery manager.

The talent’s not waiting

she says.

Neither is Intel, apparently. With its new approach, managers and recruiters first determine the key attributes and skills for a job — the profile they are seeking. Then a designated manager joins Intel recruiters at industry conferences and college career fairs, where they hand candidates an offer letter on the spot. A couple of days later, they work out details such as salary and where the job is located, Harper says.

Making very quick hiring decisions may be a risky and potentially costly strategy, but is this less of a risk than missing out on talent that may end up at your competitors?

It may be too early to tell but Intel are certainly not taking any chances when it comes to winning the war for talent.

Mike Sandiford
Head of Partnerships
0207 193 9931

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  1. It’s not just the IT and Engineering sector, of course – other areas such as mine in Supply Chain and Procurement are looking for the best candidates – and interims are networking to avoid timewasters who are “testing the market”, as “phony” interviews cost us time and money. Some FD’s are setting up recruitments to “benchmark” and then set the budget required – not surprising that by the time they are really “ready to go” the top candidates are gone…

  2. I wish someone will tell and teach a whole lot of recruitment agencies and HR departments about this simple yet effective process. I don’t understand why they would want a top candidate to wait weeks on end to be offered a job. Another problem I have found recently is the interview process… I still don’t understand why it will take the space of 2 to 3 weeks to interview a candidate for a role that they have tagged as ‘Very Urgent’!

    and David Merridale you are right, a lot of Interim workers like myself are network to get round this ‘time wasting’ episodes that we come across, whilst seeking new roles.

    Great write up Lee and thanks for sharing.

  3. Well perhaps they are starting to learn at last.
    Personally I’m sick and tired of companies contacting me then stringing me along for months!
    They seem to make delaying excuses into a science. They don’t want to interview you, but neither will they reject you – just keep you dangling.
    Maybe its because in today’s world we have far too much choice in everything (now which coffee shall I have ?), and they are spoiled for choice and are holding out for the ‘perfect’ candidate – rather than one that will do the job fine. Then we have the psychobabble non-sense; an industry invented by psychologists – well at least it will earn a buck or two.

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