With so many factors involved in the hiring process, it is important to hire the best person for the role. A hasty, unsuitable hiring decision can be costly down the line. At the same time, taking too long can cause you to miss out on the ideal candidate. And leaving a position open for too long puts pressure on the rest of your employees to cover the extra workload.
By focusing on shortening the hiring process, you can eliminate these areas of concern without compromising on the quality of your candidates.
1. Establish a hiring process that everyone is committed to
Before you start reviewing applications, you need to establish a hiring process. This is essential because it will ensure that every person involved is aware and committed to each step they will be have a part in. Have a discussion on your hiring process so that any potential concerns are addressed upfront, and not during the middle of interviews.
Decide how many rounds of interviews will be needed. Define who actually needs to be involved in interviews. Block calendars for interviews. Determine who has final say on a hire. All of this may sound obvious, but if only HR or a recruiter is aware of the hiring process, you are leaving too much to chance for all hiring managers involved. Always make sure you have a contingency plan worked into your hiring process. That way if any scheduling conflicts come up, everyone knows the process to follow.
2. Know your hiring needs early on
If you have cyclical hiring, keep track of what positions are needed, and when they are needed for. Start proactively hiring for these roles 1-2 months before they are needed. Keep assessing your needs throughout the year as they are likely to change. This will give you time not only for the hiring process, but also to schedule any training that a role may require.
3. Define the role before you hire
The first step in the hiring process should always be to reassess a role before attempting to fill it again. If the last time you hired for this position was 5 years ago, the responsibilities will have most likely changed. Make sure to update job descriptions, review salaries, and determine hours and benefits. This is the perfect opportunity for you to develop the role into what you need it to be now. You may want to add or remove duties. You may look to change the position completely. Either way, do all of this before you advertise your position opening.
4. Keep communication going through the hiring process
Don’t let good candidates that you have interviewed fall by the wayside because of bad hiring practices. Make sure they understand what your hiring process looks like at the end of their first interview. That way, they know when to expect any next stage interviews, and when they will hear from you. When you have made a decision on who you want to hire, make sure to follow up and let those unsuccessful candidates know. This information provides closure on a role, and allows them to return to their job search.
Staying in contact with interviewed candidates is so rarely done that, even when you are delivering “bad news”, you are still presenting your company in the best light.
5. Use a staffing agency
Often hiring managers and HR are hesitant to reach out to a staffing agency due to cost concerns. These costs are more than offset by the increase in quality candidates that are presented, as well as decreased hiring times. Agencies, like Energy Resourcing, have a pool of qualified candidates already working with us, and are constantly looking for the best in class. As we work so closely with our clients, we develop an understanding of the specifics of a role, and we can accurately portray that to qualified candidates. Get to know how a recruiter works and how they can help you with all your hiring needs.
To find out more about how we can assist you with your hiring needs, please contact us here.