Talent Search Partners, Inc.

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July 2026

The Cost of Wasted Time

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You will fill that position, but how long will it take and at what cost? The time it takes to fill that important role is everything. Here’s why making a hire in under 30 days matters: Pressure On Your Existing Team Members: The mandate for that unfilled position becomes everyone’s burden until a hire is made. Employee Perception: Your best people are quietly evaluating whether the key decision-makers can find the right people. Market Perception: The best in your marketplace will question why that role went unfilled for that length of time. Takeaway: Don’t fear the cost to hire. Count the cost of a disgruntled workforce, frustrated customers, compromised projects, and a weakened image of your company in your market. Fear is counterproductive to growth, and time is your greatest asset.

How Market Perception Transforms Your Recruitment Strategy

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An example of a good business decision and a hidden recruitment benefit from the world of professional basketball: After acquiring Jaylen Brown through a trade with the Boston Celtics, The Philadelphia 76ers immediately positioned themselves as a destination of choice for other elite performers. Not long thereafter, LeBron James decided to join the organization. Many more will undoubtedly follow suit, this year and in the years to come. The 76ers are now entertaining interest from players that were never on their radar prior to these acquisitions. A good business decision (trading for Jaylen Brown) forced an elite performer (LeBron James) to seek the organization out. Overnight, the 76ers recruitment efforts went from a desperate chase to a strong magnet. How your organization is perceived in the marketplace directly correlates to the soundness of your decisions. This inevitably influences your ability to attract the best your marketplace has to offer. Hiring the right people is a good business decision. Don’t focus on the cost to hire and don’t be afraid to take risks. Shifting your focus to the ROI that star talent could bring to your organization is what’s best for your business. Key Takeaways: Market perception: Good choices impact how the marketplace views your company Recruitment revamp: A strong reputation attracts talent organically Business focus: Smart risks and top talent equal a high ROI

Technical Assessments

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The goal of administering a technical assessment as a first step is to screen candidates and filter out unqualified applicants. The irony is that this approach simultaneously repels the top talent you want to attract. Assessments should complement your hiring process, not act as a gatekeeper. I recommend using them on a case-by-case basis, and only after meaningful conversations have taken place. Relying solely on a test to make critical hiring decisions is risky, as it is rarely an accurate measurement of intelligence, capability, or future success. You’re essentially asking Michael Jordan in his prime to prove he can dribble a ball. My Alternative: Present a technical scenario during an in-person meeting with the applicant as a last step in the hiring process. Provide them with 30 minutes to prepare their solution and have them present it to you on the spot. This feels less transactional, more engaging, and provides real insight into their reasoning, & how well they critically-think under pressure. Your assessment doesn’t need to be eliminated; it just needs to be repositioned in the process with a clearly articulated purpose.