Over the past few years, an extremely fast moving employment market has emerged and organizations are finding it increasingly difficult to manage their recruitment process. This is unfortunate given that any company worth its salt is built on a foundation of talented employees. It’s becoming more challenging to find these employees in the first place!
It all comes down to managing the recruitment process. The more efficient and streamlined your recruitment process is, the faster you’ll get the new talent onboard. In this article we look at 5 hacks to help you manage your recruitment process.
1.Define Your Overall Recruitment Strategy
When looking for new hires, your first port of call should be to define your overall recruitment strategy. Whether you’re running recruiting inhouse or outsourcing, you should be clear about whether you’re opting for contingency or retainment based recruitment.
If you’re looking to prioritize speed then contingency based recruitment is the best option. However a retained recruitment strategy is better for more specialist and executive roles, such as Directors and CEO positions. Your strategy will help dictate the rest of your processes.
2. Minimize Your Recruitment Time Frame
In recruitment, time is money. The longer you spend recruiting candidates, the more time and money you waste. Setting a time frame to complete your hiring push will ensure that you get your recruitment process off the ground quickly. The first thing to consider is the start date of the role.
Once you have this, you can identify when you need to begin shortlisting and interviewing to prepare for this date. In most companies the recruitment process takes an average of 8 weeks. Ideally you want to keep your recruitment cycle as short as possible.
3. Write a Clear Job Description
Writing a clear job description is essential for finding candidates that fit your organization. You want to provide as much detail about technical skills, qualifications and company culture as you can. Inevitably you’re going to get some under qualified or unsuitable candidates, but your job description will help to filter those out. Start with writing up a clear title that describes the role. Likewise, make sure to get across the day-to-day tasks involved.
4. Be Ruthless at the Shortlisting Stage
Once you reach the shortlisting stage, be ruthless with your candidate requirements. Your goal is to make sure that any candidate who gets through to the interview stage will have the skills necessary to function in the role. If they don’t, or you’re in doubt of their skills, it’s best to move on with another candidate.
Go through the experience of your candidates with a fine-tooth comb and assess their technical abilities as much as you can. If you have a more technical role available, it might be an idea to include an assessment or psychometric test as part of your recruitment process.
5. Implement an Employee Referral Platform
One of the biggest mistakes that most companies make is starting the recruitment cycles anew on an ongoing basis. By implementing an employee referral program, you allow your staff to refer candidates year round. This not only gives you access to passive hires who you might not have reached otherwise, but also allows you to keep your talent pool stacked.
Having a pool of talent to choose from outside of your traditional recruitment efforts provides you with much more flexibility. You’re no longer confined to a small selection of applicants but the entire personal and professional networks of your current staff.
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