Hiring good people is a major factor in maintaining a prosperous company. But to be able to hire the right type of people, you must have an efficient hiring process.
In recent years, the average time to staff an open position has risen from just a handful of days to almost a full month. If your company can make faster-than-average hires while maintaining a high quality of hire, it will have a significant advantage over the competition. A highly-efficient staffing puts the proper people into place quickly, and this gives your company more time to achieve its primary objectives.
The following tips are ways to make your hiring process smarter and faster.
1. Identify needs
A hiring process can be significantly bogged down if the hiring team cannot agree on what they would like to see in an applicant. Identifying key needs streamlines the system by making certain a precise job description will be written. The job description then informs the rest of the hiring process, from resume screening to interview evaluations.
2. Write focused job postings
Job postings are typically the first point of contact a company has for a job opening and crucial step in the candidate selection process. However, many companies don’t give job postings much attention or effort, posting a tweaked a job description found through a Google search. While this approach might speed up the process at first, it can lead to hundreds of low-quality applications.
When you invest time in writing a targeted job posting that clearly outlines qualifications, expectations and job duties, it results in a smaller but high-quality pool of applications, which leads to a more efficient process.
3. Limit pool of candidates to interview
Some hiring managers will bring in 5 to 10 applicants to interview for a single open position regardless of whether or not they have 3 or 4 ideal candidates. So why not just interview the very best applicants?
Many hiring managers find they hire faster when they limit the number of interviews they conduct to just a handful. If, however, a new employee doesn’t come out of the first tier of candidates, you can always interview the next tier of candidates. As hiring managers gain more experience, they will start to get a better sense of which candidates are the most promising hires.
4. Don’t ask cliched “filler” questions
Questions like “What is your greatest weakness?” are so well-known, most applicants come in with stock answers that don’t reveal much more than an ability to do some basic research. Instead, ask behavioral questions that ask applicants for specific examples of when they had to use the various skills you’re looking for. Interview questions should also be used to clarify details on applicant resumes.
5. Take the long view
Efficient talent management involves building a pipeline of talent, qualified professionals who are connected to the company, possibly through social media. A long-term talent strategy makes sourcing applicants much easier, reducing time-to-hire.
Are you looking to improve your hiring process?
Another very effective way to streamline the hiring process for your company is to partner with a talent acquisition company like Quanta. If you are considering outsourcing some or all of you hiring functions, contact us today to find out how we can be of assistance.