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How to speed up your recruitment process

 

 

Finding and evaluating job applicants is often a time-consuming, multi-stage process. It takes time and effort, but did you know that hiring the right people, and fast, can save you money? Some of the costs to your business for not filling a vacant position quickly could include:

  • Dip in productivity within your existing team
  • Extra recruiting costs – for example, more time spent advertising means more costs incurred
  • Lost sales as a direct result of the unfilled role – for example, due to a lack of resource,  
  • The salary of hiring staff involved in the recruiting process, which would normally go toward other activities if the vacancy were filled
  • Any overtime paid to current employees making up the work

These are some of the short-term costs, but there may also be customer frustrations because of insufficient staffing, leading to longer-term impacts across the business. And even worse, should you hire the wrong person, you could find yourself rushing to replace them, and that means spending additional money.

So how can you overcome this? Preparation is key and will help you manage your time. Here are my top tips to help you prepare before your role goes to market:

Align your team on who you are looking for

At the start of any hiring process, you should sit down with the hiring team and decide what skills, qualifications and behaviours are needed for the role. You should know exactly what you would like the person to bring to your company, what their key skills are, and what their experience looks like. Leaving this to luck can lead to disagreements on who is best suited for the role, or a hire that wasn’t a good fit – neither of which are ideal.

Creating an advert that stands out

You want to make sure your job advert is targeting and resonating with the right people. Your advert should not just be about the company, and it should cover why THEY would want to work with you and the impact the job will have on their lives. Will it pay them more? Perhaps they will develop faster, or maybe they will get to use new technology or tools. Either way, simply listing their duties won’t do much to excite and attract, so make sure you have them in mind when writing the advert. Check out our guide to writing job adverts for some more tips on this.

Assess the candidate with more than just their CV

Finding a cultural fit for your business is vital to making the hire a success. You should be looking at more than just skills and qualifications and should use various assessment methods or behaviour-based competency questions to get a better idea of their true fit.  Some useful questions can be found here – Behavioural Interviewing Techniques and Strategies (thebalancemoney.com)

Schedule time to make decisions

If you want to keep the process moving, this is essential. Calendars get busy, and fast – often, those involved in hiring decisions are doing so on top of their ‘day job’, so time must be carved out at the beginning of the process to ensure availability. Create a schedule for the entire process and block out time in advance if needed.

Keep in touch with your candidates

Once you have begun the hiring process, keeping in touch with your candidates will help build relationships and manage expectations.  It isn’t always possible to get back to everyone, but where a candidate has been interviewed, it is important to let them know rough timelines. If you don’t, you run the risk of your ideal candidate going elsewhere. Poor communication, at any stage of the recruitment process, can also impact your employer brand – potentially having a longer-lasting effect. Even once the offer has been made and accepted, you should aim to touch base a few times before they join – this is particularly important if they have a long notice period.

Act with urgency

As we all know, working with people can be volatile. If you have a role that is critical to the business, you should aim to act quickly to minimise disruption. Candidates who are active in the market could find another job before you have responded to their application. It is also important to keep in mind potential notice periods, which depending on the candidate, could be up to 6 months. Ensure you are setting realistic time frames for your own business and from the perspective of a candidate. Once you are past the interview stage, and sure of your candidate of choice, make the offer promptly and follow up with official documentation on the same day. It provides confidence to the candidate and allows them to make the necessary arrangements with their current employer.

Being prepared is key to keeping on top of the process, so implementing the above will make sure your search gets off to the best start. Hopefully, some of these tips help you with your next hire – maybe even saving you some time, money, and unnecessary headaches.


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