How Lateral Hiring Helps You Find Skilled Talent Faster

Ever wondered how some companies always seem to hire the perfect person for the job without missing a beat? The secret is lateral hiring. This method helps companies hire experienced professionals who can hit the ground running. Instead of spending a lot of time on training, lateral hiring allows businesses to bring in people who already know the ropes and can immediately contribute to projects.

The lateral recruitment process is not just for senior positions; it works for all levels, including temporary or contract roles. In this blog, we will explore how lateral hiring works, clear up some common myths and show how it helps companies stay ahead in the competitive job market and keep their projects on track.

Join us as we explore how lateral hiring can transform your team and unlock new opportunities for success.

What is the lateral hiring process?

Lateral hiring, also known as lateral recruitment, is a method where companies hire experienced professionals from other organizations to fill important positions. This strategy focuses on bringing in specialists to take on key executive or technical roles. Often, lateral hiring targets individuals who already have established careers, usually at the mid or senior levels, to fill specific roles within the company.

These candidates are typically experts in their field and can jump straight into the job without needing extensive training. Unlike traditional hiring methods, which often involve training new employees for their roles, lateral hires already have the skills and experience needed to succeed from day one.

This type of hiring is different because it involves attracting skilled candidates who are already happy in their current positions, persuading them to make a change with attractive offers and opportunities at your company. 

What are the advantages of the lateral recruitment process?

The lateral hiring process brings many benefits to organizations to help them grow, fill skill gaps and foster innovation. Here is why it is valuable:

Close skill gaps

Hiring experienced professionals helps fill missing expertise, which makes the team more competent without requiring long training. 

Boost diversity

Diversity is not just about demographics but also fresh ideas. New hires bring varied experiences that improve decision-making and creativity. 

Refresh company culture

New talent introduces different work styles, attitudes and values, which boosts morale and keeps the team motivated. 

Increase capacity

With new skills and resources, the lateral recruitment process helps companies take on more complex projects and expand into new markets. 

New ideas

Lateral hires bring fresh perspectives and create thinking from their previous roles. It sparks innovation and breaks stagnation. 

Fast growth

Seasoned professionals can speed up growth by using their industry knowledge and leadership skills to execute strategies and scale quickly. 

Stay competitive

Lateral hires often bring valuable market knowledge and best practices that help the company stay ahead of the competition. 

Leadership development

Experienced leaders from outside can mentor and guide internal talent, which creates a pipeline of future leaders.

Promote innovation

Lateral hires often have a strong track record in innovation. This speeds up new product development and process improvements. 

What are the challenges of the lateral recruitment process?

While the lateral hiring process has many benefits, companies face some challenges:

Cultural fit

New hires may struggle to adapt to the company’s culture, which can affect their productivity. Therefore, it is important to assess cultural fit during interviews. 

Risk of poor fit

Even with careful screening, some hires may not meet expectations or adapt well, so ongoing support and performance tracking are key. 

High costs

Hiring experienced professionals from outside often means offering higher salaries and benefits, which can be expensive, especially during tough financial times. 

Team dynamics

Bringing in external hires for senior roles can create tension or jealousy among existing employees who may prefer internal promotions. Clear communication helps ease this. 

Behavioral assessments

Evaluating candidates’ personalities accurately is hard and can be influenced by human bias, which may lead to mismatches with company values. 

Step-by-step guide to lateral hiring

• Identify needs: Find out which roles need to be filled based on company goals and skill gaps. 
• Job description: Create a clear job description with required skills, experience and responsibilities. 
• Recruitment plan: Choose how to find candidates using job boards, social media, recruiters or referrals. 
• Find candidates: Actively search using networks, referrals and online tools. 
• Screen applicants: Review resumes and conduct phone or video interviews to shortlist candidates.
• Interview: Hold detailed interviews to assess skills, experience and fit. 
• Assess and select: Use tests or work samples, and gather feedback to pick the best candidate. 
• Reference check: Verify candidate background by contacting previous employers. 
• Offer and negotiate: Present the job offer and discuss terms like salary and start date. 
• Onboard: Plan and run a smooth onboarding with training and introductions. 
• Support and retain: Set goals, provide feedback and create growth opportunities to keep employees engaged. 

From sourcing and assessments to expert-led interviews, VProPle can help companies streamline this entire process. This can not only save time but also reduce hiring risks and ensure top-quality hires. 

Further Read: Prevent Bad Hires with VProPle: The Smart, AI-Driven Approach to Recruitment

Common myths about the lateral hiring process

Some people think lateral hiring is only for senior roles, but that is not true. It can be used to hire skilled professionals at any level, including junior and mid-level roles, depending on what the project needs. Another myth is that lateral hiring only means hiring from competitors.

In reality, it is about finding the right talent with the right skills, no matter where they work. It is also a mistake to think lateral hiring is only for permanent jobs. Many companies use it to hire contract or temporary staff, especially in IT, to stay flexible and meet short-term demands. 

What is the future of lateral hiring?

Lateral hiring is evolving quickly with the rise of pre-screened talent pools. These pools include candidates who have passed thorough checks, interviews and skill tests, which makes sure only the best are available. Leading companies around the world use this method to fill important jobs fast with professionals who are ready to start right away.

This approach cuts down on waiting time, lowers hiring risks and keeps projects moving smoothly. Using pre-screened talent is becoming the new normal. It gives businesses faster hiring, reliable quality and greater confidence in their new team members. 

The bottom line

Now that we have reached the end of this blog, you must have realized that lateral hiring is a smart way to bring in skilled professionals who can make an immediate impact. It helps companies grow faster, stay competitive and build stronger teams. While it comes with challenges, the benefits are clear.

If you are looking to hire top talent quickly and efficiently, VProPle can help. With expert-led interviews and pre-vetted candidates, VProPle makes lateral hiring simple and reliable. Get in touch with us today to find the right talent faster!