Urgent recruiting: how to succeed without jeopardizing quality of hires

Emergency recruitment is a challenge faced by many companies, particularly when it comes to critical positions. These hires can have a significant impact on revenues, production and project continuity.

Yet even in an emergency situation, it’s essential to maintain an effective, well-thought-out strategy to avoid costly mistakes. Here are some tips and advice drawn from the experience of recruitment experts Valérie Saint-Pierre and Marie-Andrée Lévesque, for successful emergency hiring.

Understanding the context: what is emergency hiring?

Emergency hiring goes beyond simply filling a vacant position quickly. It involves positions that are critical to the organization. These positions may be vacant for a number of reasons:

  • Unexpected departures (resignation, sick leave).
  • Sudden operational needs (project launches or expansions).
  • Foreseeable but poorly anticipated departures (retirement, internal promotions).

What to avoid: Treat all positions as urgent. Good management involves distinguishing between critical and non-critical positions, and prioritizing accordingly.

Keys to successful emergency recruitment

1. Plan ahead to reduce the unexpected

Although emergency recruitment may seem unpredictable, it can often be mitigated by proactive planning:

  • Identify critical positions. Which functions would have the greatest impact if they became vacant?
  • Develop contingency plans. Prepare solutions, such as pools of potential candidates or plans for the temporary transfer of responsibilities.
  • Analyze past data. How long did it take to recruit for similar roles? How many candidates were needed?

2. Broaden recruitment strategies

Recruiting in a hurry doesn’t mean sacrificing quality. Here are some effective approaches:

  • Strategic posting: Publish clear, engaging offers, while precisely defining essential skills and flexible criteria.
  • Proactive sourcing: Don’t rely solely on unsolicited applications. Engage in a proactive approach to identifying passive talent via platforms like LinkedIn or your internal networks.
  • Use multiple channels: LinkedIn, Indeed, and even social networks like Facebook can be effective depending on the role to be filled.

3. Ensure a smooth, rapid process

Successful emergency recruitment relies on a clear, structured process:

  • Simplify the process. Limit unnecessary steps and focus on relevant interviews.
  • Engage stakeholders. Make sure managers are available for interviews and validations.
  • Measure and adjust. If an approach isn’t producing results quickly, adjust your strategy.

Avoiding the Pitfalls of Emergency Recruitment

1. Hasty hiring at the expense of cultural fit

The need to fill a position quickly can lead to hasty decisions. A poor cultural fit often translates into costly failure. Take the time to assess not only skills, but also the fit with the company’s values.

2. Neglect candidate feedback

Even in an emergency, it’s crucial to maintain a good candidate experience. Providing honest and transparent feedback strengthens your employer brand and can retain talent for future opportunities.

3. Underestimating the time required

Recruiting quickly means freeing up time to align all the key players. Poor planning can unnecessarily extend lead times and undermine overall efficiency.

Roles of Technology and Partnerships

1. Optimize with digital tools

Applicant tracking systems (ATS) and artificial intelligence can speed up CV sorting and identify candidates matching established criteria. However, the human touch remains essential to avoid bias and ensure a fair process.

2. Collaborate with external firms

When it’s not possible to manage the emergency in-house, a recruitment firm can be a valuable ally. But be sure to :

  • Clarify your needs.
  • Work closely together to maximize results.
  • Respect follow-up and commitments made to candidates.

Conclusion

Emergency recruitment doesn’t have to mean panic. With good planning, proactive strategies and a human approach, it’s possible to fill critical positions quickly while strengthening your employer brand.

To go further, explore recruitment training and best practices with experts like Valérie Saint-Pierre and Marie-Andrée Lévesque, who shared these valuable tips during their recent webinar in collaboration with Technologia.

Recruiting

Urgent recruiting: how to succeed without jeopardizing quality of hires

Emergency recruitment is a challenge faced by many companies, particularly when it comes to critical positions. These hires can have a significant impact on revenues, production and project continuity.

Yet even in an emergency situation, it’s essential to maintain an effective, well-thought-out strategy to avoid costly mistakes. Here are some tips and advice drawn from the experience of recruitment experts Valérie Saint-Pierre and Marie-Andrée Lévesque, for successful emergency hiring.

Understanding the context: what is emergency hiring?

Emergency hiring goes beyond simply filling a vacant position quickly. It involves positions that are critical to the organization. These positions may be vacant for a number of reasons:

  • Unexpected departures (resignation, sick leave).
  • Sudden operational needs (project launches or expansions).
  • Foreseeable but poorly anticipated departures (retirement, internal promotions).

What to avoid: Treat all positions as urgent. Good management involves distinguishing between critical and non-critical positions, and prioritizing accordingly.

Keys to successful emergency recruitment

1. Plan ahead to reduce the unexpected

Although emergency recruitment may seem unpredictable, it can often be mitigated by proactive planning:

  • Identify critical positions. Which functions would have the greatest impact if they became vacant?
  • Develop contingency plans. Prepare solutions, such as pools of potential candidates or plans for the temporary transfer of responsibilities.
  • Analyze past data. How long did it take to recruit for similar roles? How many candidates were needed?

2. Broaden recruitment strategies

Recruiting in a hurry doesn’t mean sacrificing quality. Here are some effective approaches:

  • Strategic posting: Publish clear, engaging offers, while precisely defining essential skills and flexible criteria.
  • Proactive sourcing: Don’t rely solely on unsolicited applications. Engage in a proactive approach to identifying passive talent via platforms like LinkedIn or your internal networks.
  • Use multiple channels: LinkedIn, Indeed, and even social networks like Facebook can be effective depending on the role to be filled.

3. Ensure a smooth, rapid process

Successful emergency recruitment relies on a clear, structured process:

  • Simplify the process. Limit unnecessary steps and focus on relevant interviews.
  • Engage stakeholders. Make sure managers are available for interviews and validations.
  • Measure and adjust. If an approach isn’t producing results quickly, adjust your strategy.

Avoiding the Pitfalls of Emergency Recruitment

1. Hasty hiring at the expense of cultural fit

The need to fill a position quickly can lead to hasty decisions. A poor cultural fit often translates into costly failure. Take the time to assess not only skills, but also the fit with the company’s values.

2. Neglect candidate feedback

Even in an emergency, it’s crucial to maintain a good candidate experience. Providing honest and transparent feedback strengthens your employer brand and can retain talent for future opportunities.

3. Underestimating the time required

Recruiting quickly means freeing up time to align all the key players. Poor planning can unnecessarily extend lead times and undermine overall efficiency.

Roles of Technology and Partnerships

1. Optimize with digital tools

Applicant tracking systems (ATS) and artificial intelligence can speed up CV sorting and identify candidates matching established criteria. However, the human touch remains essential to avoid bias and ensure a fair process.

2. Collaborate with external firms

When it’s not possible to manage the emergency in-house, a recruitment firm can be a valuable ally. But be sure to :

  • Clarify your needs.
  • Work closely together to maximize results.
  • Respect follow-up and commitments made to candidates.

Conclusion

Emergency recruitment doesn’t have to mean panic. With good planning, proactive strategies and a human approach, it’s possible to fill critical positions quickly while strengthening your employer brand.

To go further, explore recruitment training and best practices with experts like Valérie Saint-Pierre and Marie-Andrée Lévesque, who shared these valuable tips during their recent webinar in collaboration with Technologia.

There’s a saner way to recruit. Start with us.
Contact Us