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Ways to speed up the employee selection process

By 15/12/2016 February 22nd, 2021 Employee Management
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Hiring a new employee can often be a long and pain staking process and unfortunately in the recruitment process, time is of the essence. The longer it takes for you to hire someone, the longer your business is left short staffed and not working to full efficiency, the more it costs the company and the more stressful the entire process becomes. All of this can impact negatively on the profitability of the business and the happiness of the other staff members. For these reasons, it is important to try to get the right person in the job as quickly as possible. However, keep in mind that hiring the wrong person can be disastrous for the business, so while it is important to hire someone as quickly as you can, it is more important that you don’t rush the process and hire the best person for the role.

Understanding your recruitments process

If you have a vacancy that has been available for a while you may want to look at what is causing the delay in hiring someone. The problem is likely to be specific to your vacancy/job advert, however, there are some things you should consider:

• Have you received plenty of applications? If not, why not? Are your adverts being seen? Are the adverts selling the role in the right light? Are you advertising in the right places for your kind of job role? You need to understand any potential problems you might be having with your advertising so that you can optimise it and make sure you are attracting the best candidates.

• Is it taking a long time to work through the CV’s you have received? It may be that you are receiving too many CV’s, or you have been sent resumes that are irrelevant to the role? If this is your problem you may need to amend your advert to specifically request only people who are qualified applicants.

• Does it take forever to get through the interview stages? Are you interviewing too many people or finding it difficult to arrange the interviews around a busy schedule? Are you asking the right questions throughout the interview to find out who the right candidate is? And are you going into the interview with a strong idea of what you are looking for?
These are just some of the many things that can cause a bottleneck and delay your recruitment process.

Tips to speed up the recruitment process

There are lots of things you as a manager or a member of HR can do to try and speed up the recruitment process. Though not all of them will work, it is worthwhile trying them all to find out which ones suit your business, the roles you have to advertise and the kind of workers you are trying to attract. Some of these tips include:

• Know what is going on in the job market: understand what other employers are offering for similar jobs in the market to make sure you are offering something that is appealing to the higher calibre employees.

• Review your processes: look at how you advertise, select who to interview and how to carry out those interviews to make sure the process you are going through is the most efficient.

• Consider where you are advertising: are you using big generic jobs site which are effective and popular but may lead to a high intake of resumes? Are you using niche websites that are targeted more toward your industry? Would using a mixture of the two work for you? Only you will know the answer to this as you trial and analyse the effectiveness of these methods of advertising.

• How well written is your advert? It is important to make sure that your advert stands out as being well-written and attractive, so be sure that your advert is professional and encourages people to apply. It is also a good idea to make sure the advert can be viewed without problems on mobile and smart devices.

• Use the power of the voice: promote the vacancy internally and ask your employees if they know of anyone suitable. You can even take this one step further and post the vacancy on social media sites such as LinkedIn, Facebook or Twitter. A high percentage of recruiters now use social media as a tool, therefore, it can’t hurt to give it a try for your business.

• Hire from inside your company: hiring from within is often the most preferred way to hire, there is less risk involved, it is much cheaper, the transition is easier usually with less training and employee engagement is enhanced, making the staff more productive.

• Be ruthless when it comes to interviews: don’t be polite, limit the number of people you interview to the bare minimum, you can always hold another round of interviews if you do not find someone. Interviews take a long time, not only to actually conduct but to also prepare for. It might be worthwhile considering telephone/video interviews and even group interviews.

• Don’t delay in making an offer: if you find an employee you really like do not delay in offering them the position. If you don’t do it quickly then you run the risk of your favourite candidate being snapped up, potentially by your competition.

• Don’t rush: though time is of the essence and the process should be done as quickly as possible, it also needs to be done right. Hiring the wrong person could lead to problems in the job, eventually leading to you having to re-advertise the role anyway, while also clearing up the mess they’ve left behind.

To hire the best person as quickly as possible you need to know exactly what you are looking for, exactly what you need for your company and you need to be decisive and often ruthless, but still welcoming and encouraging. As with most things, you can tweak your hiring process as you go to suit your company.

Natural HR

About Natural HR

Natural HR is a cloud-based HR software company for growing businesses with 100+ employees. Since launching in 2010, we’ve been building a comprehensive suite of HR functionality that equips the small to medium-sized enterprise with everything needed to build an effective and efficient HR operation.