4 Ways To Optimize Your Recruitment Process
The recruitment process of a business isn’t just a simple procedure that you’ll have to comply with for the sake of filling in a vacant position. In fact, hiring a new employee is a critical part of your business growth and future success. Remember, your employees are responsible for executing your business’s service and completing the tasks to keep the company running. Hiring an unfit and unsuitable employee won’t only waste your time and money, but it can also compromise your company’s growth and progress. Your products or services may be done poorly by that employee, causing your clients to leave you for good and someone better. Thus, the recruitment process can be a lot of pressure for human resources.
The human resource department has to consider plenty of steps and elements for a successful recruitment process. From the job posting itself to the interview to picking the right one from the pool of candidates, the whole procedure can be daunting. If you’re not careful enough, you may end up choosing the wrong candidate and risk your company for failure. Fortunately, there are ways you can streamline your company’s recruitment process and reduce the risk of mistakes and missed opportunities. The only thing your business needs is a new and fresh approach when it comes to hiring new employees.
Here are four ways to optimize your recruitment process and increase your chance of hiring the right candidate for the job.
Create A Large Talent Pool
A talent pool is a database of applicants interested to apply for your company. This can be made possible if you use an applicant tracking system to automate everything instead of stacking folders in your desk and scrambling to each of them when a new position opens up. An applicant tracking system will manage all the job postings you put in and applications you receive. It will also filter out all unqualified applicants and leave you with a fewer list to choose from. Once you’ve successfully built a large talent pool, it’ll then be easier for you to fill the open position.
To fill your talent pool, you’ll need to have the contact details of your new and previous applicants. While you can gather new applicants from the ATS, you can also have the details of your previous applicants kept in a customer relationship manager. The CRM’s primary function isn’t only to store information about past and present customers but also to create and maintain a record of competent candidates. Overall, CRM is a tool you can use to manage multiple relationships – both customers and job applicants. So, if you’re wondering whether you both need ATS vs CRM, it’s best if you utilize both for a streamlined recruitment process.
Avoid Standardizing Your Recruitment Processes
It’s common for some employers to treat every vacant role and position as the same when it comes to the recruitment process. They use a standard recruitment procedure for every role posted. While this cuts time and expenses, this method doesn’t consider the differences between each position. This could create a poor candidate experience and discourage those experienced professionals from applying to your job postings.
Thus, instead of standardizing the procedure, it’s best if you use different hiring methods for each different position. As you tailor each process, you’ll have better chances at finding the candidate whose skills best fit the job position.
Shorten Your Hiring Process
Did you know that your best candidates will only be available in the market for a maximum of ten days only? This means that after that, they won’t be available anymore either because they got hired at someone else’s company or they searched for another employer because of your longer hiring process. If you want to make sure you get the best candidates in your hands, you’ll need to act quickly and try to shorten your recruitment process as much as possible. Some companies claimed that it takes them 30 to 40 days to fill a vacant role, which can be time-consuming, costly, and reduce their chance of hiring the best one out of the group.
So, take your time to analyze your recruitment process and see which phase takes longer. See to it too if all your hiring steps are necessary or not. If you’re interested in a specific applicant, make sure you don’t lose contact with them even if you haven’t made a decision yet. The more you keep them updated, the more they’ll stay within the radar.
Improve Your Interviews
Most recruitment mistakes and failures often happen in the interview process. Some interviewers fail because they’re too pressed for time, too focused on the wrong issues or questions, and lack confidence with their interview abilities to spot the red flags. While it’s true that you focus on the applicant’s technical competence and skills, make sure you also spotlight their temperament, emotional intelligence, coachability, and motivation.
The Bottom Line
The entire recruitment process may indeed be time-consuming, costly, and prone to errors. But with these ways mentioned, it’ll help you improve your recruitment process better than the standard strategy that most employers do. As long as you don’t stop streamlining and automating your hiring tasks, your hiring success rate will eventually increase and skyrocket.
