When it’s mandatory to hire someone new, a lot of recruiters dread the time and effort it takes to fully assess whether a candidate will be the right fit for the job. Check out this article for a few useful tips on how to streamline the hiring process.
Finding the right candidate to fill a position takes 10 percent intuition, 90 percent diligence. When the company is expanding and several positions open up, a recruiter’s job can quickly become overwhelming. Just think about all the advertising, interviewing, testing, reference-checking, and negotiating that comes with finding a new member to join the team.
If the entire process feels too lengthy and exhausting, it’s time to do something about it. We have a few pointers that will help recruiters come up with a more effective hiring strategy.
The employment landscape is changing. Freelancing is becoming more popular and virtual companies have become common. If you want to attract real talent, you’ll have to work harder, and it all starts with how you choose to advertise your company’s openings. Simply placing an ad in newspapers or recruitment sites doesn’t cut it anymore.
Go directly where your target candidates like to hang out. LinkedIn groups, niche job boards, even freelancing communities. Buy banners on popular blogs in the industry, interact with potential employees via Twitter, send emails that are sure to attract to candidate’s attention. Be ready to go the extra mile if you want to attract the best in the field.
Also, don’t be shy to ask current employees for recommendations. You never know who might have a professional connection that would be perfect for the job.
Make a Checklist
Before you embark in your recruitment adventure, make a checklist of all the skills and qualities that would be mandatory for the new member of the team. From experience to background, from software knowledge to leadership abilities, write everything down.
Then, ask yourself what are the key attitudes or behaviors that will enable someone to excel in the position. You can even talk to previous incumbents of the job for some inside scoop on what a person needs to get the job done right. You need a clear picture of who you’re looking for if you want the hiring process to go smoothly.
Quickly Assess Resumes
Don’t get discouraged if you’re suddenly flooded with resumes. That’s actually a good thing, because you never know what hidden gem you might stumble on to while going through them. Instead, learn how to quickly determine if a resume is worth your attention or if it would be better to toss it aside.
Notice the font, the picture, and the overall appearance of the resume. Then, skim the text, looking for certain keywords that let you know the applicant has the necessary expertise to be called in for an interview. It takes some practice, but you’ll eventually be able to tell if an applicant deserves your attention in only a few seconds.
Rely on Phone Interviews
Face-to-face interviews are extremely time-consuming. Narrow the applicant pool by conducting a series of phone interviews beforehand. This allows you to pre-screen the candidates and only schedule in-person meetings with those who show true potential.
A phone call is easier and less costly than an in-person interview, especially if you’re interviewing someone from another city and travel is involved.
Test the Applicants Online
Pre-employment testing allows you to optimize the hiring process and gain a more objective view of their candidates. According to TestUp, a company offering pre-employment testing solutions, the type of assessment an employer will give to a candidate depends on the job the person is applying for. You can opt for basic skill tests (math, verbal, grammar skills), personality tests (to determine if a candidate possesses personality traits in line with the company’s mission), and cognitive tests (to measure a candidate’s reasoning, logic, and problem solving skills).
As efficient as these tests may be, they aren’t enough to determine if someone is a right fit for the company. They come in handy when you’re dealing with multiple qualified applicants, but you still need to meet with the top contenders face-to-face.
Hire in Pairs
If your budget allows you to, hire employees in pairs. Sometimes, no matter how diligent you are, employees still fail. When that happens, you realize just how much time you’ve wasted training the new hire – and now you have to do it all over again. When you hire the two top candidates for a position your chances of at least one of them working out well are greater.
As a recruiter, you’re an invaluable asset to the company you’re working for. You’re the one in charge of discovering new talent and making sure potential employees will be compatible with the company’s values. Use the above tips to save yourself both time and unnecessary headaches.