No organisation wants to lose money, quality, and time simply because they can’t find a fast replacement for a recently vacated position. It’s estimated that when a new opening pops out, it takes over a month on average to successfully hire a caliber candidate who fits the position.
To think that each time a new opportunity shows up, an organisation needs to compensate for a month of an empty-left position, both money-wise and time-wise, makes even the most positive-thinkers of us nervous and on edge. To successfully hire the right person who matches a job’s criteria, recruitment and HR team incorporate modern and highly-effective strategies into their everyday plans to boost their hiring efficiency.
Here, we’ll go over some of the best most-rewarding rackety strategies aka "Cheat Sheet" every recruiter is taking advantage of to increase hiring efficiency in their related fields.
Try to look at the hiring process as a marketer who’s thrashing out for the best-buy. Although it may sound weird, in reality, recruiters in their desperate crusade to efficiently hire a new-blood, seek out the most qualified of all.
If you’re dead serious about getting something new, you should put some time into it. For efficiently hiring to happen, you have to have a long-term approach in your arsenal, ready to be implemented at a moment’s notice. You need to know how to instantly sell a possible candidate on your company’s virtues and values without having to pass through a month-long period of slot-lacking.
You can also use some kind of marketing campaign to promote your organisation. During such a drive, you can get creative and try to lure in potentials in a way that seems engaging and outgoing. Planning out these types of movements helps you build up a talent pipeline at your disposal at any time, eliminating the fear of losing an employee.
The long-term approach aids in the recruitment process by deleting the aftermath of possible instantaneous resigns.
Believed by some to be the core of any reliable and efficient hiring strategy, an ATS technology is something you should really peel your eyes for.
A modern ATS is an autonomous recruiting software aimed at moving away from the traditional way of manual workloads and Trello boards with the goals set on automating the hell out of each phase of the hiring process while consolidating AI analytics, assessments, and more. It helps recruiters to successfully hire by automating the entirety of their work, organising communications, setting nurturing campaigns, and ensuring that the long-term approach actually plays out.
With ATS, organisations can aim for diversity and inclusion by designing a bias-free recruiting process. Whether it’s automatically setting up interviews, emailing candidates, sorting through application forms/resumes, or establishing a valuable database for the future, ATS technology speeds up the hiring and stirs it into a more accessible direction. ATS tools can also provide social media campaigns and career pages, filter out applicants before they even apply for the job, and create job boards across all platforms.
We all have experienced that moment of choosing between a truly skilful, and accomplished candidate who barely meets the qualifications, and the junior highly-compatible greenhorn who’s just graduated from the university; the never-ending struggle of mind and heart to hire the best fit!
While the latter is tempting, almost 99% of times, every recruiter and organisation opts for the first candidate.
If you’re too stuck in this eternal dilemma and find yourself helpless and confused, and in the spirit of accelerating the hiring process, we recommend believing in passion. That of course depends on your company stage though.
Keep in mind that experience doesn’t necessarily translate into expertise, and definitely not into a passion. Despite being skilled, the first, second group doesn’t nest the first fusion in their hosts as the newly-graduated do.
Also, despite this piece stressing out the importance of time, open up some time to decide between these two groups, to successfully hire the most suitable candidate. The problem is that usually, overworked HR reps don’t even consider the rookies and automatically offer the job to the more experienced applicants. So, don’t the mistake they do and put in some time to save time!
It’s imperative to communicate openly and wisely with the candidates. This also helps with selecting the best ones to invite to the primary interview. The applicants want to know the real nature and tasks behind a job, so don’t hesitate to give them. Show them clearly what responsibilities come with an opening-position, what extra stuff the job entails, and how you expect them to perform under certain related situations.
Don’t let anything hanging in the air. To successfully hire a potential best-fit, blow up the game by starting it through clear communication channels, and avoiding the unnecessary extra information. Keep an ongoing and active two-way line with the candidates while the hiring process progresses, even if it is to answer the banalest questions. The applicants put their trust in you to follow-through even before they get recruited.
With that in perspective, the other benefit of maintaining an open communication line would be to help withdraw elite candidates from other HR teams and organisations’ grasp. For the very top applicants, playing the ball in only one field doesn’t make any sense, and while you’re hung up with your uncertainties and lack of proper communications, they apply for more open and reachable offers and get snatched up before you can make your move. You don’t really want that, now, do you?
To work your way around the clock, and save the organisation from long-month setbacks and shipwrecking road-bumps, it’s advised to look for internal hires before targeting outside recruits. However, this goes exactly against the title, but still, it’s worth mentioning.
To do so, be vigilant for any of the current employees who fit the descriptions of a new job. You can promote them to save time, energy, quality of work, and, above all, to protect the organisation from any further embarrassment of not having a vacancy filled.
The bounties of an internal promotion are in plenty! An already-familiar rank-up removes the need to hire an outsider. It also helps the recently-promoted person to quickly adjust to the new situation.
According to builtin.com: “An inside hire already knows your organisation and positively contributes to it, which mitigates the onboarding process for an outside candidate.
Additionally, offering employees the opportunity to apply before formally starting to recruit shows your team members that you value them and support their career advancement. This tactic will boost employee engagement and cut down on turnover in other roles.”
Most of the time, leaning on current employees’ referrals would mean a quick and seamless reach to the best accessible candidates out there. This action ensures successfully hiring the caliber candidates and, at the same time, drastically cuts down the time needed to hire.
When a position opens up, the first thing to do is to notify the existing workers. By giving them the heads-up, you’ve inadvertently set into motion a wave of hassle-free, uncostly mouth-to-mouth job-marketing phenomena that has proven extremely helpful.
Utilising the internal network to get new hires on board isn’t only limited to employees or subordinates. Organisations can lean on professional HR teams to pass on the word to their counterparts affiliated with other organizations to make the recruitment happen. Every HR rep in an organisation has extended links of fellow recruiters with whom they have built a mutual relationship over their career, which comes in absolutely handy in times of need.
The upside to finding qualified recruits through an internal network is that people who signed this way tend to quickly get along with the organisation. After all, they have been suggested by like-minded pros who’ve known and worked for the same organisation for years.
In our epoch, you can sign up for an online recruiting platform (like LinkedIn) to quickly and successfully hire the best of the game. Today’s talents spend a lot of time wandering around social media and online forums as part of their curious nature, making locating them a piece of cake. On the other side, Traditionally-thinking talents fashion an entirely different look for themselves and like to be addressed similarly. These professionals, who hold years of experience under their belts, do fancy an approach through the traditional job boards. For them, getting a message on an online job-seeking platform could feel like an offense.
To save yourself from blindly running into an awkward confrontation, use the tools at your disposal to track and monitor candidates’ activities, hobbies, places of interest, and understand their personality. Do this, and you can be sure that in no time, you can take their breath away by giving them an offer, in the right way, that they can’t possibly turn down.
