How to build an effective recruitment process
The recruitment process is a much lauded journey for any hiring manager who is searching for their next top employee. Each step can be a delicate process without an adequate amount of preparation done prior or understanding the valued importance of each step.
If you’re finding it challenging to hire top employees, there may be several contributing factors affecting this outcome. For example you may be taking too long – and jobseekers do not wait around during a slow hiring process. Or you may not have asked the right job interview questions to uncover a candidate’s suitability for the job.
If you feel that your recruitment process could be improved, have a look at our practical tips for being better prepared, along with methods to streamline and enhance your ability to find the right employee. Alternatively, contact us for help recruiting the ideal candidate for your team.
What does hiring look like when many companies are moving their staff off-site to comply with shelter-in-place orders? Are there different criteria to look for in remote workers as opposed to those who are on-site? And how can managers welcome new employees when everyone is staying home.
Clearly define your hiring needs
Are you currently recruiting for a new staff member and wondering where to begin? Do you know whether you’re planning to recruit a contract, temporary or permanent hire? To make the recruitment process as efficient as possible, you need to make sure your job description is as effective as possible.
Make sure you get the most applications
Even the most compelling job advertisement can fail to attract the interest of top candidates if it isn’t widely promoted. A strong promotion strategy ensures your job ad is seen by the greatest number of candidates, while also standing out from similar roles being advertised by other companies.
Make a list of the top applications
If you're the hiring manager who has to whittle down that big pile of resumes, it's a task that can quickly become overwhelming and create delays during the recruitment process. So, how can you review resumes more efficiently and hasten up the process – without running the risk of missing or disqualifying star candidates?
Plan comprehensive interview questions
While it’s expected that candidates will prepare well for an upcoming job interview, the exact same can be said for hiring managers. Developing a good selection of interview questions for employers is a key part of the recruitment process, helping to tease out key details about a candidate’s strengths, weaknesses and personality.
Develop the techniques for the interview
The job interview is a chance to connect the dots and determine whether a candidate is really qualified for a job. It’s not always an easy meeting to navigate, but adopting best practice employer interview techniques can make a significant difference towards your outcome.
Set a clear timeframe for interviews
As a hiring manager, it's easy to feel that there aren't enough hours in the day to meet every candidate who submitted a great resume. Conducting an effective job interview process however is key to securing the best talent, whether it’s meeting the jobseeker in-person or over Skype.
Overview of the questions to ask in a phone screen interview
The questions you ask in a phone screen interview will be a critical piece of making a successful hire. Here is an overview of the questions to ask in a phone screen interview, tips for what to look for — including red flags — and what comes after.
Shortlist the best candidates
After you have completed all interviews, you'll have to make the tough decision of eliminating candidates in order to produce a final shortlist. This will mean assessing candidates based on competencies, cultural fit and aptitude, plus making the time to conduct reference checks of your final selection.
Conduct reference checks
A reference check forms a key part of the hiring process, providing independent insights into a candidate’s past work performance and cultural fit. There are plenty of candidates who can look outstanding on paper and come across brilliantly during an interview, so it’s important to follow-up interviews with a reference check.
Decide who is the best fit for the role
Once you've finished interviewing jobseekers and made a shortlist of the best candidates, it's time to make a final hiring decision. This calls for being objective when evaluating top contenders, checking that you’re fulfilling your hiring criteria and ensuring that all internal stakeholders are in agreement.
Be quick to finalise the contract and extend an offer
You're satisfied that you've picked the right candidate, and now it's time to make it official with a job offer. Before you reach out to the candidate, there are some things you'll want to have checked off your list so that the recruitment process goes as smoothly as possible.
Welcome them to the team
As a hiring manager, you should strive to set up new employees for success from day one. The importance of effectively introducing and onboarding new employees into your organisation cannot be underestimated. Make sure you have an onboarding plan in place and make the time to properly introduce your new team member to the organisation.