Easy Steps to Speed Up Your Hiring Process

There is a big spike in the organization seeking new talent, and it is no secret that the job market is becoming more and more competitive. There are more and more jobs openings than there are qualified candidates in the job market. The job hiring process differs from company to company but the maximum of the steps in the recruitment process are common.

If you loosen your feet during the hiring process, your organization will tend to lose out the best and a qualified employee. But on the contrary, you wouldn't want to race the recruitment process steps without properly screening and qualifying the candidate. It is very vital to move quickly but on the other hand, you wouldn't want the bad hire to cost your company more money and time than the hiring itself. 

Rather finding a sweet spot between the quality and speed would suit the most, here’s 

5 easy steps to speed up your recruiting process:

Compelling job description: 

The true purpose of the job description should be providing the candidate with the responsibility and expectation of the company and the job profile. 

The job description should have a clear and crisp message which gives out more information on the roles and responsibility of that position.

When a position is open, the hiring managers are generally too stressed about filling that empty position fast. They may not think more or may not spend more time to make the job description effective and it may result in getting more and more unqualified candidates applying for that job. To avoid such situations the HR professional should have a detailed conversation with the hiring manager and craft an appealing job description.

Below are the points need to consider before writing an effective job description:

1. What are those core skills which are required for this job?

2. What are the tasks/ activities the person spends most of his time doing?

3. What are the success measurement criteria of the company?

4. How many years of experience is required?

5. What are those good-to-have skills?

Once the job description is drafted with all the required details, it will help the hiring managers to expect the right candidates for that particular job description.

Optimize the hiring time:

Chucking off the unnecessary steps in hiring is one of the necessary steps which is certainly going to help in ensuring the speedup of your hiring process. And it is believed that 17 per cent of the candidates who had a bad experience with an organization is mainly due to their process which takes a lot of time. Having a smart Applicant Tracking System is need of the hour to fight such situation, ATS helps in identifying the time taken by the interviewer, which can help the hiring manager to know why the hiring process is taking so long, and if needed the hiring manager can pass on the feedback to that particular interviewer.

In order to optimize this process one needs to make sure and access 

1. What is each step going to help them?

2. Is there anything which can be changed in the process which usually is not required and takes a lot of time during the hiring process?

3. Fine-tune the bottlenecks in the hiring process

4. Analyse the pattern where does the candidate exit or abundance the process

Access and rectify that particular task which is not required and is generally consuming a lot of time during the hiring process.

Make the most out of the interview:

Once you have the candidate in your database, after reviewing the skill sets and screening the resume, you now want to narrow down by qualifying the candidate based on the interview. 

Streamline the interview process by eliminating the common grey area:

1. Involve only a few decision-makers in the interviewing process - Too many cooks can spoil the food, likewise, if required make the interview a group interview rather than interviewing individually the candidate with 5-6 decision-makers. 

2. Qualified questionnaire: Make sure the questions hiring managers are asking are not irrelevant or are not even required. One needs to make sure the questions are in line to the job description and should only stick to those questions. Here asking qualified questions not just clears the hiring manager's expectation but also sets up an clear it up in the mind of the candidate as what is required out of this job.

3. Lazy follow-up: Getting a proper scorecard from the interviewer is one of the most important things, the recruiter needs to be communicated the score as well as the feedback of the candidate in time.

Communicate:

The hiring manager/ interviewer should be in communication with the candidate, schedule the communication from the very beginning of the conversation.

• Let the candidate know in advance on how long is the process going to take

• Educate them on the next steps (feedbacks/ another round of interview/ etc)

• Let them know in advance on when can they expect a feedback

• What are the steps involved in the recruitment process and how long will it take

Not only the experience of the candidate will be better but it will also encourage the candidate to stick around the interview process, even in case your process of recruiting is slower than of your competitors.

Interviews are mostly stressful, make the candidate feel welcome and comfortable by communicating with them more.

Organize your talent pool:

Creating an awesome experience can speed up the recruiting process in the coming time or future as well. According to the Talent board report, 64% of the candidates who experienced a great hiring process say that they will increase their relationship with the company (this includes those candidates too which were not hired).

If you have a positive relationship even with 60% candidates you interviewed including those you didn't hire, you already gain the pool of qualified candidates, who are already screened, passed the technical test (but to some reason they were not hired) and interested. Creating a positive relationship with all the candidates you interview will help you in cutting down the time of hiring for any new position in the future.

Conclusion

When it comes to improving the process of your hiring and recruiting, one of the best ways to do it is experience it firsthand. Go through the process that the candidate is going through, experience each step and wherever you find it too lengthy, or unnecessary, consider the same feeling your candidate must also be facing. Change the process to which you want to experience, smooth, well-communicated and less time-consuming.

About the author:

Karamjeet Saggu writes about emerging technology and its application across industries for MyNextHire. He is a passionate, self-organized individual who loves reading up on tech trends. When he is not at his desk, he can be found soul-searching in the hills and gather great coffee blends to keep him supercharged.