6 proven ways to speed up and improve your hiring process

Experience tells us that, unfortunately, the hiring process can drag out for weeks, or even months. This can be a result of factors beyond your control however there are some situations where time costs can be avoided. With so many organisations in need of top talent, and more often than not in a particularly speedy manner, I thought I would share observations from my 10 years’ experience.

1. Use a recruitment specialist – Yes ok, of course as a recruiter I am going to say this, but there are significant benefits to be gained. The opportunity cost to a hiring manager of wasted energy is invaluable. With our assistance, we allow you to focus on your actual role, as we have established a pipeline of talent, we know where to look for additional talent and, most importantly, we understand how best to promote and position the opportunity being offered. Candidates do appreciate the independent opinion and the ability to ask awkward questions that they feel may be inappropriate to a potential employer.  We keep close to candidates throughout the process, communicating between interviews, understanding what else they are considering which reduces the risk of dropout. I could go on, but this gives you an insight.

2. Pre-screen –  Tools such as skills tests and telephone interviews can be quick, effective ways to shortlist candidates at an early stage, saving time on face to face interviews.

3. Use an employee referral programme –  Current employees are great at identifying people they know who would be a good fit for the role and the company. With an incentive in place, they can do some of the head-hunting for you and save on recruitment fees.

4. Flexible interviews –  Avoid waiting for a suitable date for an interview panel…using video interviews can cut days at the interview stage. I acknowledge this has become a standard practice however it shouldn’t disappear as we come out of lockdown.

5. Promote from within – This is always recognised as good practice by existing employees and again avoids unnecessary recruitment and induction costs. Look after your people; they know the business and the culture better than anyone, and you are less likely to lose strong team members when they observe a track record of career planning.

6. Ensure you offer good feedback to candidates after interviews. People talk, and if anyone has a bad experience with either an unstructured interview or lack of subsequent feedback, they spread the word and your employer branding is damaged. Easily avoidable, but the nature of my role is that I often have to recover an employer brand before a candidate will reconsider.

I hope even one of these may help you in your future recruitment process; please contact one of our proven specialist recruiters if you would like to discuss in more detail.

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