6 Simple Ways to Streamline Your Recruitment Process

For many companies, hiring top talent means taking a second look at the hiring process. Between managing a busy interview scheduling to vetting applicants, there are a great many steps involved in finding a new team member. In some cases, it’s possible you’re still relying on outdated hiring tactics. You may not even be looking at the right metrics when you’re scheduling interviews.

If you want to improve the candidate experience and make some enhancements to your hiring efforts, there are a few great tools and tips you can add to your repertoire.

1. Incorporate modern tools.

These days, applicants expect you to make regular updates to the tools and software you rely on. If you’re still managing an interview calendar in an Excel spreadsheet, for instance, you’re probably not in alignment with your hiring managers. These days, it’s easiest to use interview scheduling software. A simple integration with your calendar makes it easy to set up invitations in real-time with much less of a hassle. Businesses like GoodTime make it easy to set applicant email reminders, schedule phone calls, and get the relevant information to prospective team members with quick turnaround times. If you’re not using a scheduling tool, it’s something your business needs.

2. Set better hiring goals.

By following the OKR method (objectives and key results), you can manage smarter goal-setting for the entire team. It can also lead to a better candidate experience. For instance, if one of your key results is to improve the interview process throughout your entire organization. You can set a new key result to tackle your hiring team’s previous pain points and learn how to best leverage overall company OKRs to set important objectives and get an instant view of priorities. Profit OKR software, in particular, can help you find the right candidate in less time.

3. Rethink your job descriptions.

One of the primary drivers in your hiring process is the job description. Often, this is one area where organizations lack expertise. If you want each candidate to have an excellent experience, it starts with how you increase visibility online. Many descriptions simply offer a rote list of skills such as task management, customer service, and performance management. But what does this really say about your business? if it’s the first time someone is being exposed to your company, does the job listing really project your values and culture?

4. Don’t oversell yourself.

While everyone loves the sound of in-office perks and work-life balance, it’s important that you don’t make promises you can’t keep. You need to create a confluence of your aimed results and your actual cultural perks. Give potential employees a look at your average workflow and don’t spend the entire interview time hyping up all the added benefits of the job. On top of that, the cultural fit needs to go both ways, organization allowing.

5. Learn to screen more effectively.

A resume only provides you a single view of a candidate. Do they have the proper connections? Are they ready within your timeframe? How does your recruiting team feel about them? By adding some useful KPIs into the screening process as well as actual user feedback, you’re making it easier to vet prospects more quickly, whether it’s on LinkedIn or through a hiring service.

6. Stay in touch with applicants.

Even a simple rejection email is better than nothing. If you want the best candidates for an open job, you need to have a good handle on your communication. While continuous outreach may seem like an obstacle, you can always set an important task reminder to create email templates for job applicants. It’s a fundamental part of employee engagement and interview training.

Go through your hiring process and look at the pros and cons. Seek out areas of improvement. Follow a step-by-step guide to make important changes in your talent management process. And always welcome feedback. It leads to a better experience for everyone involved.

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