When we say “job recruitment,” you probably shudder, sigh and hang your head. Filling an open position can be a grueling, time-consuming task, with the looming threat that if you do it wrong, you’ll have to start all over again.
But is all that struggle is necessary?
Well, not really. Many companies have unnecessarily elaborate recruiting processes. Firms often involve too many people and include too many steps.
This happens because companies are trying to maximize the likelihood of making the right hire. That’s an admirable goal, but it’s important to keep the big picture in mind.
Think of it like safe driving. You can put your blinkers on and creep along at 25 miles per hour. You’ll be safe, but you’ll never get anywhere. A lot of companies have accidentally adopted this approach to hiring.
Don’t worry, though, it’s not irreversible. Here are four ways to make your recruitment process more efficient without sacrificing quality:
Streamline the Process
Often, the recruiting process simply has too many steps.
Companies run the resumes through too many people. They schedule multiple interviews with every prospect. They hold meeting after meeting about the decision, going in circles about the various candidates.
It’s understandable to want to get everyone involved and build the widest possible consensus. But, let’s be honest, what’s the value added of that fourth interview with the candidate?
Take a hard look at your recruitment process. Look for bottlenecks and places where you can trim steps. Involve only a small group of people who can dedicate the appropriate time early in the process. Then, when the candidates are down to the finalists, you can schedule some time for others to have a say.
Look for Ways to Automate the Process
There’s a lot of boring back and forth in the recruitment process. Communicating with candidates, sending information to various parts of the company, even the basic task of reviewing the resume. Each of these can be done more efficiently with a little automation.
There’s a danger here, of course. Over-automation can cause you to miss out on potentially valuable employees. Also, overly canned responses might turn off potential prospects. But there are lots of tools available, allowing you to find the automation level you are comfortable with.
Let Employees Recommend Candidates
Hard nepotism is bad. Hiring your couch-bound, perpetually a-credit-short-of-graduation cousin as your new VP of Marketing doesn’t make much sense. But streamlining the hiring process by zeroing in on people you or your employees know personally can create an instant short list of possible candidates.
Using your employees as a source can bring in a lot of worthwhile candidates. They know the company and the job, and have a good sense of what skills it will take. You still need to conduct your due diligence it would be foolish to hire based on an employee recommendation alone – but allowing employees to refer people for the position can jump start the process.
Use a Recruitment Partner
Expert advice can help streamline the process. By offloading some of the more routine staffing work to a third party, it opens you up to concentrate on the trickier hiring decisions.
Looking for quality candidates?
Qualified Staffing can deliver highly skilled workers for any task you need, all without any recruiting hassle. Contact us today to find out more details.