Attention Hiring Managers: Process Matters. Three Simple, Easy to Implement Suggestions to Help You Streamline Your Recruiting and Hiring Process
I think we can all agree that executives, business owners, department managers, and HR managers all have a shared objective when it comes to workforce management. They all want to identify and onboard the right candidate(s), at the right time, for the right position.
Oh, and they all want it done quickly and cost-effectively as well.
Sound like a tall order? Actually, it’s not as tall as you might think.
This post will provide you with three suggestions (the what and the how) to help you:
- Accurately Define the Position (This is Critical!)
- Identify the Right Candidates (Short List)
- Screen and Select the Perfect Candidate (Quickly and Cost-Effectively!)
So, where should you start? Define and describe the position internally. Only you and your team understand who you want to hire and why. Sit down with all of the appropriate stakeholders and have an open discussion about the position and the ideal candidate.
Stakeholders can mean; department heads, hiring managers, executive staff, future coworkers, staffing agency partners, etc. Who you bring into this piece of the process is subjective to some degree, depending on the size of the organization and the position.
1. Remember, describe the position and the candidate only in as much detail as necessary.
Too much detail in the job description might unnecessarily narrow the field of candidates. Too little, and you will be spending unnecessary cycles screening unqualified resumes.
Let your team know that they will need to follow Albert Einstein’s maxim:
“Make things as simple as possible, but not simpler.”
Your team will get it, but as the hiring manager, make sure to provide the necessary guidance. Ask your staffing agency partners for help here as well. Recruiting firms do this for a living, so use them as an extension of your team.
The job description should contain only those qualifications that are necessary for the candidate to be able to perform and add value to your company.
Avoid “nice to haves” and be specific. For example, if you’re looking for a cloud-native infrastructure engineer, use terms like DevOps Engineer, and avoid classic IT terms like System Administrator or Network Engineer, etc.
Women, for example, are far less likely to apply for a job where they don’t meet 100% of the requirements, while men will apply for positions where they meet only 60%.
In other words, if you’re looking for a coder, don’t try to get a DevOps Engineer in the same employee. This sounds simple, but human nature can tempt us into a “two for one” mentality. This never works and only tends to prolong, and impede, the hiring process.
An accurate and specific job description will help to facilitate a more streamlined hiring process.
2. Now we’re ready to start identifying and short-listing the right candidates.
Are you using an Applicant Tracking System? Many small and medium-sized companies do not have ATS applications, and for a good reason. This is yet another potential drain on limited HR resources and another requirement for software expertise.
This can be another reason to leverage an employment or staffing agency. They are most likely using an ATS, which you can leverage through your partnership.
Manually tracking and indexing candidate resumes can be tedious without some form of automation, so we suggest implementing an ATS of some sort or partnering with an agency that can provide that service as part of an ongoing partnership.
According to Glassdoor, the average corporate job attracts around 250 applicants.
Four to six of these will be interviewed, and one will be offered a job. Now, these numbers are somewhat arbitrary, but you get the point.
Staffing temporary, contract, and full-time employees is a numbers game to some degree. Streamline the screening process with automation when possible, and start with a concise job description. If you follow those two simple steps, you’ll get to the fun part more quickly-making a job offer!
3. Selecting the final candidate for a job offer is going to be somewhat subjective.
By now, you’ve interviewed several candidates online and/or in person. At the end of the process, it’s up to you and your team to pick the person you think is right for the job.
This is where your company’s internals are going to be the final deciding factors. Is the candidate the right fit for your emotional and social culture? Is the position temporary, contract or full-time? Is the position remote or in-office? How much work-related or social interaction will there be with your team or customers?
You and your team will need to answer all of these questions before making the final selection, but make this the fun part. It’s time to grow your team, so be confident that you’ll make the right decision.
If you’ve followed these few simple suggestions, fully utilized your professional hiring agency partnerships, and been judicious and disciplined throughout the process, you can be reasonably sure that you will be filling your open position with an excellent candidate.
The hiring process is kind of like the “eating an elephant” analogy, i.e. “Q: How do you eat an elephant? A: One bite at a time!”
Contact Patel Consultants Corporation Today to Get Started!
We’re here to offer our 40 plus years of experience in employment services to assist you and your team. Remember, all great relationships start with that first conversation, so give us a call if you think we can help. We’d love to hear from you! Contact Patel Consultants Corporation today to get started.