5 Ways to Speed Up Your Recruitment

Employees are the glue that makes any company stick and finding the right candidate can be rather tedious. Particularly as of recent, our job market proves top talent to be extremely fluid, causing significantly higher turnover rates. If you’re seeking to hire top talent, it’s likely time to ensure your company has a refined recruitment plan. Consider the following steps to maintain a faster process for new hires.

OUTSOURCE TO A RECRUITING SERVICE
As a recruiting agency, taking charge of the recruiting process can be grueling. In this specific scenario, you can contact a professional service for help and advice. These agencies go through a strategic process to find the perfect candidate. You should be able to reach out rather easily and know you are being provided with the most professional guidance. The agency has concrete strategies that are proven to benefit your company and find that ideal new hire.

A WELL-ESTABLISHED JOB DESCRIPTION
If you can provide the potential candidates with a clear and well-written job description, it will help interviewees recognize the role and requirements of the position they're applying for. A job description should be comprehensive but refrain from making it too long for the reader. A great tip to prevent overwriting is to use bullet points and to call attention to those concrete responsibilities that the role requires.

MINIMIZE THE STEPS IN THE HIRING PROCESS
When we say minimize we don’t expect you to remove the steps in your process, but rather reduce them to help shorten your interview process. As you know, there are many rounds, and most of the time the questions are repetitive — especially the introduction. You can avoid this by utilizing screening procedures that will reduce the total number of rounds and guide you to more successful interviews in finding that perfect candidate. Some of these screening procedures include:

• Telephone interviews: This is a quick, low-cost process for an initial first-round interview. These phone calls should last between 20-30 minutes and conclude with removing candidates who don’t fit the criteria.
• Use of social media: By familiarizing yourself with the candidate’s social media presence, you can instantly learn about how they showcase themselves and if they match a professional setting.
• Verification of educational credentials: Although this might seem rather silly, there have been an increased number of discrepancies on education records versus what the applicant confirmed to be true on their application. If education is a critical factor, reach out to the applicant’s university for a certified college transcript. This will prevent any surprises during the recruitment process.

UTILIZE YOUR CURRENT COWORKERS
An employee referral program can be a highly effective tool in your recruiting efforts. Think about it, your employees know the business inside and out and are aware of the tasks and the role of the position to a tee. Consider setting up an employee’s referral program so you can hire the most suitable candidates and save some of that business money.

GATHER REFERENCES AND MAKE THE FINAL OFFER
To feel confident in your final decision, think about gathering their references. You should feel more secure overall once you know they can prove their worth from other sources. Once received, the decision to make the offer is the exciting part. Consider making a verbal offer first to hook the candidate and answer any final questions before extending the written one.

It’s no easy task to find the right employee, but you should aim to be well prepared on the steps so you can master the process. By making sure the process is well-defined, simplified and clearly outlined, you will gain speed, efficiency and hopefully that top talent.