We’ve put together a few points to think about when it comes to your own employment process, helping you to plan and maintain a well-structured process that adheres to effective hiring practices.
Are you on the look-out for some great new candidates to join your workforce, but finding that the recruitment process is taking too long? There are many reasons behind a slow hiring process, some of which can be avoided by simply implementing a new recruitment strategy.
Whilst having a recruitment partner, like Root2 Recruit, can relieve the stress of sourcing and managing candidates, managing your own hiring process doesn’t have to be difficult, especially when the right recruiting methods are in place.
HIRING MANAGER AVAILABILITY
A hiring manager’s role is to source candidates for an open role within a company. They understand the company’s culture, business and goals, and seek candidates who will support the business and fit in the organisation. In many cases, the hiring manager will be the direct manager for the employee(s) joining the workforce.
If the hiring manager is unavailable for any reason during the hiring process, this can cause a role to be left open for a long time, due to the lack of decision making. To avoid this happening, have a well-devised recruitment plan in place that demonstrates when things need to be done by. This will ensure tasks are left uncompleted and nothing is left until the very last minute.
LOOKING THROUGH CVs
Shortlisting CVs quickly and effectively will allow you to complete the hiring process much faster. Do this by being somewhat picky when it comes to screening your applicants. Although it might seem brutal, eliminating candidates who aren’t exactly what you’re looking for narrows down your overall search. Avoid wasting time on any applicants who don’t fit the requirements of the advertised role, as the talent you’re looking for could find another job before you’ve even got around to shortlisting their CV!
NARROWLY DEFINED NEEDS
Putting together a well-defined job description is crucial for attracting the exact talent you’re looking for. Whilst it’s good to be selective when hiring new candidates to your workforce, you may find that applying a precise selective criterion can contribute towards a slow hiring process. Ahead of posting the role, highlight precisely what the job entails and exactly what it is your looking for in order for an applicant to be successful. This will avoid irrelevant applicants from applying to jobs they don’t necessarily have relevant experience for and saves both your time and theirs.
LARGE TALENT POOL
The digital age of recruitment has meant applying for jobs online has never been easier. Whilst the use of the internet in the job application process has increased efficiency, the process followed has also led to a slow hiring procedure.
A larger talent pool is generally a good thing when it comes to candidates applying for jobs within your workforce, as it gives you the employer choice and variety. When dealing with more applicants, if your screening process is efficient you should be able to avoid a slow recruitment process. To deal with a large amount of applications, start with the basics and eliminate applicants based on lack of experience or qualifications. From there, begin to filter other candidates based on other factors such as industry relevance of the quality of their CV or cover letter. By focusing on narrowing down your search before looking out for the stand-out candidates, you’ll eventually be left with a solid line-up of the top-talent applicants of which you can take through to the interviewing stage.
The interviewing stage is the most important stage of the hiring process, due to so much off the hiring decision coming down to the success of an interview. So, why is it that even when candidates have been narrowed down, the recruitment process can still be dragged out?
The first step in ensuring a streamline hiring process is to really understand the position you’re trying to fill. Highlight the skill set you’re looking for, along with any necessary or desirable industry experience and qualifications. By familiarising yourself and your hiring team with the exact criteria that the role requires means you’ll have a clear idea of who it is you’re looking to hire.
Why not download our free guide, Interview Like a Pro, for an expert insight into how you can get the most out of your interviews!
In our essential guide to interviewing for employers, you will find out:
- The difference between a competency based interview and a traditional interview.
- Why competency based interviews work and why you should adopt them.
- Over 100 tried and tested example questions for you to try out in your own business.
- How to score the answers and include them in your interview process.
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