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I
n today’s competitive labor market, reactive hiring is no longer sufficient, nor is it recommended. Picture this scenar
i
o: Your organization urgently needs to fill a specialized position, perhaps a senior compliance officer with specific industry certifications. After weeks of LinkedIn searches, hastily arranged interviews, and rushed decisions, you settle for a candidate who isn’t quite the right fit but is, rather, ‘good enough.’ Six months later, this hire has either not worked out or has left the company entirely, thus costing you significantly in terms of training resources, lost productivity, and potential co
iance risks. This situation, familiar to many HR