Hiring the top talent within a limited time frame is not the easiest feat. After all, the process from posting a job description to conducting interviews and hiring candidates is a lengthy one. So, how can you make the process more efficient and faster at the same time to find the right candidates? Here’s showing you the ways!
1. Start by clearly defining hiring goals
So, the first thing you need to do is to clearly define your hiring goals. What qualities do you need for the open position? What is your hiring objective? The hiring process becomes a lot easier if you set the goals at the start.
Therefore, ask yourself the following questions –
- What must-have skills are you looking for in the candidate?
- What is the mission of the role?
- What will be their day-to-day responsibilities?
- What personality attributes are you searching for?
- Are you offering a part-time or full-time opportunity?
2. Identify where your potential employees are
You can have the most articulate job posting, but it will not attain its objective if it misses the candidates’ radar. To make sure that does not happen, you will have to find out where your potential employees are looking for job roles like yours. Then, you can go ahead and focus there.
Still not sure where to look for them? You can get in touch with a well-reputed staffing or temp agency Los Angeles for help.
3. Treat the candidates as customers
It’s important to leave a positive impression about your company in the candidate’s mind. They are surely happy to be considered for the position. But show them that you’re equally eager to know and work with them.
Think of approaching your candidates the same way you treat the customers. You need to be:
- Available for information: Candidates should have the details to contact you for any concerns and queries.
- Hospitable and helpful: The candidate has to feel comfortable in that setting. So, offer them water or even snacks if the interview goes on for too long.
- Respectful of time: You need to be on time as much as the candidate. Let them know if you are running late.
4. Improve the user experience of your site and application
Do you know one of the first things that a candidate would do before entering your office? They will try to gather as much information about you as possible to form an impression. With that end, they will go through your website and app. They may not apply if the app is too complicated for them to get any information.
So, work on the user experience of your website and app, and you’ll get more candidates and customers at the same time!
5. Create a proper employee referral system
Maybe your employees are already informing their ex-colleagues and friends about the open job roles. However, they can do so more effectively if you set up a proper employee referral system.
You can encourage your employees to more actively inform their contacts by offering bonuses or gifts in return.
6. Attend industry-based events near you
When it comes to hiring new talent, most companies focus solely on recruitment-based events, such as job fairs. However, such an approach limits the possibilities of finding a great candidate. As such, the non-recruitment-based events can be just as important in helping you meet talented professionals.
For instance, are you looking for an excellent coder? Find local associations focused on coding or regional coding contests. You will find many passionate coding experts at these places who will be willing to work for you.
7. Consider the past applicants
Regardless of the position that you are hiring for, there will always be a bunch of past candidates who were not selected for certain external factors. Maybe they didn’t make the cut because of timing, or maybe they couldn’t attend the interview for a health emergency.
The fact that they applied for the job role is proof enough that they found value in what you were offering. So, why not reach out to them once more and see if they are still available for the position?
8. Form a set of screening questions
Instead of improvising questions when the candidate has already walked in through those doors, create a set of screening questions beforehand. It will help you identify quickly whether the candidate has the required skills, experience, and personality attributes to fit the role in question.
Also, create a basic outline about the kind of answers you are expecting for those questions. The candidates who pass this round of screening can swiftly move to the next phase of the interview. It will help you save more time on each candidate.
9. Automate the process of interview scheduling
Set up an interview scheduling system that is automated and needs minimum manual interference. Otherwise, your interview schedule will be overbooked or under-booked.
Through automation, you can ensure that your schedule is filled just right. The candidates will not have to wait for hours, and you will not need to rush through each candidate in a bid to complete the interviews in time. It’s a win-win for both!
10. Assess the results for the future
Your work does not end at filling the current position. In order to be better prepared for the future hiring drive, you will have to assess the entire process once more.
Now, it’s time to take the following questions into account –
- From where did you get a majority of your candidates?
- How easy was each step of the hiring process?
- Did you get all the skills that you were looking for?
- What did the candidates say they liked the most about your approach?
Answers to all these questions will ease out your future recruitment drive.
The endnote
And that’s all! Finding quality candidates in time might seem easier now. So, try the tips given above and your company’s recruitment drive will be completed much faster and more effectively. Let’s go talent hunting right now!
