>Some will find a job before they finish you interview process.
Not if your interview process allows for a good candidate to get an offer in a reasonable time frame. If so, then rare. You could make an offer on spot, for example.
>Some will change their mind.
Not if your interview process allows for a good candidate to get an offer in a reasonable time frame. If so, then rare. You sign a contract on the spot for example.
>Some will have a change on personal circumstances.
Not if your interview process allows for a good candidate to get an offer in a reasonable time frame. If so, then rare.
These first three are all the same. People will bail out if you're too slow with your dumb hiring processes. Don't be slow and the problem mostly goes away.
>Some (many?) will ask for more than you can offer.
Not if you post your salary bands with your job openings like any decent company would do.
>To hire one good person, you usually need many to apply.
Nah, you need a couple of decent candidates to apply, a first choice and a fallback if you want to worry about those rare case of someone changing their mind. If your salaries are public and your process is efficient, you need only one good candidate, maybe two for backup and variety outside of core competency.
Not if your interview process allows for a good candidate to get an offer in a reasonable time frame. If so, then rare. You could make an offer on spot, for example.
>Some will change their mind.
Not if your interview process allows for a good candidate to get an offer in a reasonable time frame. If so, then rare. You sign a contract on the spot for example.
>Some will have a change on personal circumstances.
Not if your interview process allows for a good candidate to get an offer in a reasonable time frame. If so, then rare.
These first three are all the same. People will bail out if you're too slow with your dumb hiring processes. Don't be slow and the problem mostly goes away.
>Some (many?) will ask for more than you can offer.
Not if you post your salary bands with your job openings like any decent company would do.
>To hire one good person, you usually need many to apply.
Nah, you need a couple of decent candidates to apply, a first choice and a fallback if you want to worry about those rare case of someone changing their mind. If your salaries are public and your process is efficient, you need only one good candidate, maybe two for backup and variety outside of core competency.