Regardless of the position(s) you intend to fill within your company, optimizing your recruitment and candidate selection process is mission-critical, especially in today’s candidate-driven economy. As such, today we’ll discuss 6 ways to improve your current hiring process and how to implement an effective applicant tracking system.
1. Define the Position to Optimize Recruitment and Selection
The job description is an important first step in any hiring process, but be careful not to minimize it. Defining the position, and idealizing about who might fill that position is should be done before ever posting the opportunity to a job board or reaching out to your network.
Additionally, you should consult the performance tracking metrics of former employees who have held the same or similar position to determine the best way to search for a new candidate. How did you find your current staff? Should you revisit those same outlets or find an alternative source? Would you do anything different for this hire?
A poorly defined job description will either bring in the wrong selection of candidates or cause qualified candidates to look elsewhere. Avoid any misunderstandings by putting some thought into the job description before taking the next step. A well-defined job description will attract the right candidates.
2. Ask the Right Interview Questions to Optimize Recruitment and Selection
Just because someone has what it takes to be an effective manager, does not necessarily mean that they are qualified at asking strong interview questions. In fact, hiring managers often ask irrelevant, hypothetical or off-topic questions that tend to just frustrate the candidate. So, it’s important to train your hiring managers on how to conduct a proper interview.
Your goal during an interview is to ask relevant questions to see if that person is a good fit for the position or not. Focus on getting to know the candidate’s experience, knowledge, work ethic, and behaviors through realistic and direct questions.
3. Establish a Timeline to Optimize Recruitment and Selection
Even before you start writing a job description, it’s important to establish a timeline for filling a position. Being able to answer WHEN you need that position filled will help you create and stick to a schedule (both overall, and within each phase of the process).
For example, if your goal is to hire a new manager by the end of March and it’s the first week of January, you’ll need to create a job description immediately, post the job opening by the end of January, use February to narrow down your candidate pool and be conducting interviews in March with an offer to be made at the end of March.
Use that timeline internally, but also use a modified version of that timeline with your candidate base. For example, at the beginning of the interview process, be sure to communicate the time period of each stage so that candidates know what to expect. Not only are you able to manage the expectations of your future hires, but it will also help your company stay on track (not allowing an interview to go on all afternoon, allowing enough time for testing, etc.)
4. Keep Candidates Updated to Optimize Recruitment and Selection
Nobody wants to be left in a state of wonder, especially a potential hire waiting to hear back from you. Give candidates a realistic “hear back” date and follow up as you promised. For example, tell them that you’ll contact them by the beginning of next week ( no later than Tuesday) once you’ve had a chance to go through all of the feedback from your team with either an “I’m sorry,” next steps or an offer.
5. Use a Scorecard to Optimize Recruitment and Selection
In order to make the best hiring decision, use a “scorecard” to rate candidates based on the educational qualifications (including relevant certifications), experience, training, and interview. There may still be a candidate that rises to the top of the pile based on the interview process, but the scorecard will help you stay objective.
6. Use Technology to Optimize Recruitment and Selection
Utilizing free online recruiting software is a great way to increase productivity in the overall and online recruiting process as well as save money. There’s no need to spend countless hours manually filtering through hundreds of applicants. A free online ATS will do these things for you. The stress and headache of organizing and filing are eliminated!
Recruiteze is perfect for in-house recruiters and staffing agencies alike. Recruiteze gives your job candidates the ability to apply online and be added to your database immediately in a user friendly way. End-users can access resumes online and make changes quickly and easily. Recruiteze would rather that you spend more time focusing on asking the right interview questions instead of tracking applicants. Click here to try Recruiteze for free!