So how do you hire dozens, hundreds or even thousands of new people in a short period, without sacrificing quality? With time as your business grows naturally you will need more human resources to support the increasing demand for personnel. But, since your business would be growing very fast it would not be possible to recruit and hire people fast enough. According to a research conducted by Glassdoor, the average length of a hiring process in the U.S. is 23 days. The problem is, with your business growing very fast you cannot afford to take your time while recruiting candidates. If you hire a candidate before proper scrutinization of their profile it can result in high costs of replacements and potential disasters waiting to happen when you hire a wrong person in your organization. So, what is the best way to hire the right talent at the speed of light without falling into the hasty hiring trap and maintaining high quality of hires? Let us try to find out this answer with the help of some tips given below:
1. Rather than Finding the ‘Perfect Fit’ Look Out For ‘Most Suitable’
Hiring managers must realize that niche talent may not actually be a ‘perfect fit’ on paper. For instance, if a chemical manufacturing firm is looking for a social media manager, direct experience in a chemical manufacturing setup need not be a primary criteria. A candidate having social media management expertise across industries may actually be a better fit as he/she will bring in a fresh perspective, in addition to best practices and learnings from other domains. London’s Great Ormond Street Hospital is a perfect example of out-of-the-box thinking in recruitment. The hospital leveraged the expertise of Ferrari’s Formula One Pit Stop team to improve its intensive care patient handover process, bringing down process errors from 30% to 10%.
2. Reduce the number of interview rounds
If it is taking a while for you to recruit the right talent, it might be time for you to evaluate your interview process. There are several organizations that are guilty of this mistake as they have too many interview rounds that qualified candidates have to complete. Do you have an interview process that requires multiple telephonic interviews followed by two to three personal round interviews with nearly every member of your team? If this is the case, then you might be missing out on great talent to your competitors. The best way to resolve this situation is by cutting down the number of interview rounds to two to three that comprises of one telephonic interview followed by two in-person interview rounds.
3. Write down a Clear and Concise job description
Your job descriptions should translate your expectations to the right candidate. Map the responsibilities for the designation followed by skills and qualifications required to qualify for further interview process. By having job descriptions written down and handy will make it easier for you to screen the right resumes and discard the ones that do not fit your hiring criteria. This way you will be spending your valuable time speaking with only the very top candidates.
4. Use Freelancers to meet special Hiring needs
If you are looking to fill project based positions only for a specific time, leveraging the burgeoning freelance marketplace could be your best bet. Besides the compelling value of a micro-niche skill set they bring, freelancers can come on board within a very short period, helping you quickly scale up and reduce time to fill. 70% of respondents in Randstad’s 2017 Talent trends Report said utilising freelancers is positively impacting their business. To make sure you don’t lose the best freelancers to your competition, consider offering them a longer contract/permanent position/ flexible working when their short-term contract ends. A managed recruitment services provider (MSP) can provide the right support and guidance in integrating freelancers into your long-term talent strategy.
5. Select a background screening vendor to hire quality resources at the minimal time
No matter who you hire, it is important to trust that person. When you select a candidate for an open position it is important to regularly follow the practice of conducting background checks of the candidates before you extend an offer of employment to them. Extend the offer of employment only after the successful completion of the background checks. Always remember, background checks can help you unearth a lot about the individual in question. It can be their criminal history, educational history or even employment history and much more.
Always hire a background screening vendor that is FCRA complaint and is familiar with the state and federal laws pertaining to the background check in your country. Also, check their turnaround time when it comes to delivering the completed background check reports. Select a background screening vendor that can provide you high quality reports in the least possible time.
6. Ask for references before the hiring decision
A great way to find out whether the candidate is being truthful about their professional experiences is by checking references. Through this process, it is possible to find the right information pertaining to the candidate in question that can give you confidence while hiring them for the open position. You can save your time by conducting the reference check on all the top candidates rather than wait for the last two to three shortlisted candidates. Checking the references of top candidates between the telephonic round of interview and a personal round of interview can cut down the time of the hiring process and make you hire the right talent at the speed of light.
7. Conduct a skill test before you make the Hiring Decision
A great way to speed up the hiring process is by asking the candidate to complete a skills test. This is especially a great tactic to use when you find that the candidate has the hard skills to do the job. For example; For a project management job, describe a common scenario to the candidate and ask them to prepare a draft on organizing the project and implement different tasks to meet budget and deadlines. If you are hiring a content manager, give them a timed writing assignment on a particular topic. For a graphic design position, you can ask the candidate to put together a quick layout with images and content you provide.
In the end, it has got to be said that there are various benefits of speeding up the hiring process, but, only if it is done strategically, without rushing. The ultimate goal of the exercise is to test the skill sets of the candidate in the minimal possible time. This test can be conducted after initial telephonic round of the interview as a means to weed out candidates who do not meet your criteria for the open position thus, only asking those candidates to come for a personal round of interviews which are fit for the designation.
cFIRST Think Tank is the team that researches and produces content for cFirst. This team comprises of seasoned content and digital design professionals and background screening industry veterans. Together we produce insightful blogs, infographics and reports meant for HR and background screening professionals.