Hiring Managers: Streamline the Recruitment Process

As a hiring manager, you know that the recruitment clock starts ticking from the moment a job opens in your department. Your mission: together with the corporate recruitment team, find the best candidate to fill the position as soon as possible.

Unfortunately, the process is generally tedious and time-consuming. Even if you and the recruitment team work at your speediest, hiring employees takes an immense amount of time, energy and determination.

How can you encourage the recruitment team to focus efficiently on your critical hiring needs – while not compromising on quality?

6 Tips to Speed Up the Recruitment Process

1. Prepare to Recruit – Even When You are Not

Preparation is key. Take advantage of “quiet times” and organize the recruitment materials so that they are ready to go into action at a moment’s notice. All of your positions may be filled today, but you never know what tomorrow will bring. For example, prepare job description templates ahead of time that are ready to go when you need them.
2. Engage in Social Media

Your social media accounts provide a valuable opportunity to spread the word about your open positions. Adopt a 25%-25%-50% smart division of your network connections, with 25% of your network space devoted to passive candidates who would be interested in potential vacancies in your department. For example, if you are always on the look-out for software developers, connect with professionals in this category. They most likely have other software developers in their own networks, and your reach capacity can instantaneously expand.

The other 25% should be devoted to people who can help in your personal future career development, and the remaining 50% to regular business connections.

Other social media tips:

a. Groups: Join a wide range of industry networking groups. When a new position opens up, share it with relevant groups. Respond to posted questions and comments. And be sure to maintain a constant engaging presence with these communities.
b. Share Articles: Share industry-related articles written by senior company managers (or write your own!). Post them in your status updates and groups, and raise your profile among qualified candidates.

3. Active Partnership with Corporate Recruiters

The recruitment team wants to fill your position as much as you do, though there is no doubt that you feel the need more acutely. Remember that the more positions open at once, the more work the recruiters have on their plates, and they will inevitably need to prioritize their tasks. Your active cooperation will highlight the importance of your vacancy.

Analyze the bottleneck – where the process typically gets stuck – and work together to remedy the problems. Offer your own suggestions about specific ways to source for candidates; as the hiring manager, you know the job requirements best. Simple, honest interactions, and a mutual understanding that you also want to get the job filled ASAP, will improve the efficiency of the process.

4. Encourage your Employee Referral Program with Internal PR

Your employees also feel the impact of the lack of manpower, and would directly benefit from a quick and effective recruitment process. When a position is published, encourage them to refer their friends (link to blog post). It’s no secret that the most successful source of hire is the employee referral program – it is cost-effective and garners quality candidates.

5. Referral Program Goes Social

Take the employee referral program to the next level by integrating it into the world of social (link to landing page). Just like you should use your own social media accounts to broadcast your open job positions, use those of your employees, as well. Gain access to top talent within their 1st, 2nd and 3rd degree connections.

6. Recruiting is a Continuous Cycle – Remember to Say “Thank You”

The end of a recruitment process also means the start of a new one. Always remember to thank the relevant people who assisted you throughout your ‘journey,’ including the corporate recruiters and any professional colleagues – it will set a positive tone for the future. You will undoubtedly be working together on future projects, and you want to remain in their good favor.

To sum up: the hiring process can be taxing, but by preparing smartly and tackling the problems directly, it is possible to ease the headaches, and maybe even make the experience a bit more enjoyable.

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