Tuesday's early morning TV news shows were discussing the "post-vacation" blues. Schools are back in session and it's the end of the unofficial "summer season." They mentioned how difficult it can be for folks to "get back into the groove." For those who have been in recruiting for any length of time, you know this can also be a very busy time during the year. Hiring managers are also back from vacation and ready to get back to business.  The window of time between now and thanksgiving is often the busiest hiring time of the year. There are 08 goals to be accomplished and projects to be completed.  If managers don't get people hired, there is fear of headcount being cut for 09. 

With this said, it is extremely important for you to understand and determine your hiring priorities as you head into the fall season. 

What open positions are very critical to fill?  What vacancies are urgent but not critical? 

Managers never want to hear their position is not at "the front of the line," but with most corporate recruiters carrying 25+ requisitions, there has to be some order of importance to filling them.  Qualifiers include:

• Cost of Vacancy (are they revenue producing positions)?
• Is the vacancy/position critical to an important business objective that must be completed?

Another non-scientific, thought provoking way to qualify when a position needs to be filled is by asking a different question.  Instead of asking, "when do you want this position filled . . ." (they will always say "yesterday" or ASAP"), ask them . . .

• "You will really be impacted and extremely upset with me if we don't have this position filled by __________ (when)?"

It is amazing what type of responses you will get when you pose this question. While many managers will still stick with the ASAP/yesterday answer (of which you can then council them regarding average time-to-fill, etc.), many of them will put some thought to your question and provide logical reasons for when their openings need to be filled.  Often times, it is not as soon as you think! 

Again - this is a non-scientific approach to setting priorities (Cost of Vacancy, etc. are the best drivers of qualification) but this question can be a helpful tool when taking the "pulse" of your clients.

It can also help define the most important service level agreement.