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Do These Hacks to Make Your Recruitment More Efficient

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Do These Hacks to Make Your Recruitment More Efficient

Have you ever put a deadline on your recruitment just to end up with a bad hire?

Sometimes, rushing can lead to poor hiring decisions, but it doesn’t always have to be that way! Increasing the speed of hire doesn’t necessarily mean that you have to sacrifice the quality of hire.

Keep on reading to learn the four hacks to achieve the most efficient hiring workflow!

1. Hire as a team.

Collaborative hiring is a trend in with employers and for good reason. How can you build a proper team without input from the existing team members?

  • Use employee networks.

Employee referrals are either underused or not used at all, but, in reality, they offer up some of the best talent. As long as you set guidelines and don’t force participation, referral programs will work well. Make it easy to participate with a sourcing extension that auto fills data. Reward top performers! Hiring a referred candidate saves time during sourcing and onboarding, as well as makes it more likely that the new hire will fit in with the existing employees.

  • Encourage employee testimonials and team photos.

These are beneficial to showcase on your careers site or turn into shareable social media content. Potential candidates are receptive to employee experiences. Take advantage of this! Showcase the work environment, allowing the right talent to be drawn in.

  • Assign roles to team members.

Divvying up the recruitment process to more than one or two Human Resources professionals will ensure that there is less burnout and, in turn, less hasty decision-making. It provides a clearer consensus on whom to hire, especially if you use an ATS (applicant tracking system) with team notes, access roles, and rating and ranking of candidates.

2. Keep communication simple, clear, and concise.

Similarly, to the employee preference of ease of sourcing, applicants appreciate an easy application process. This doesn’t mean that you need to make it easy for anyone to apply and be considered. However, there are provisions to be made.

  • Keep the job description short and sweet.

Stay away from buzzwords, like ‘Recruitment Ninja’ or ‘Media Wizard’. While these may sound exciting and different to you, applicants have seen them plenty of times. It also makes it harder for potential talent to find you because what job seeker puts ‘wizard’ in the search bar if they aren’t looking to do magic for a living? Your SEO will benefit from using job description templates and tweaking them slightly to fit your needs. This saves you time having to come up with ‘unique’ titles and descriptions. It also prompts the right applicants to apply due to the easy-to-read nature of the job description. This way, you don’t have to sift through as many unqualified applicants. 

  • Link social media platforms.

Social media, such as LinkedIn or Facebook Jobs, allows applicants to automatically include information, saving them time as well as getting applications in faster.

3. Make use of automation.

With this step, remind yourself that you can automate some processes without taking away the personalisation. It’s important to find tools that can help you streamline certain aspects of recruitment so that more time can be allotted to other things. How can you optimise the hiring process if you are stuck sifting through CVs or resumes for hours?

  • Use an ATS with a power search function.

This will allow you to easily locate CVs or resumes that have the keywords you are looking for.

  • Automate candidate engagement.

Email templates are essential to keeping up with candidate interaction and, therefore, saving time while keeping the candidate experience positive. You can use placeholders that automatically fill in candidate data in the emails, keeping the personalisation intact.

4. Create screening questions.

Now that you’ve reduced your time searching through applications and solved the issue of emailing every candidate separately, you don’t want to waste time on applicants with blatant disqualifications. Screen them early on in the application process.

  • Create a survey with filter questions.

 Your ATS should come with the option to build a survey at the beginning of the application. Include one or two questions that are automatic accept or reject filters dependent upon answers. This seems harsh, but it really dwindles the amount of time you spend on applicants that are truly just not a fit for the position.

You’ve saved time on emailing, searching through resumes, unfit candidates, and more. What are you going to do with all your free time? Continuously optimise that hiring process, of course!

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