Let’s face it. Team building is one of the make or breakpoints of a business. Done right, it can open the floodgates of growth while mismanaged teams have resulted in the untimely demise of many businesses. This naturally puts recruitment and hiring processes in a vital position in your business. The problem is team hiring and management is much more tricky than it appears to naked eyes. While you are hiring you do not just fill roles in your business but take a strategic approach of creating a community of like-minded people for realizing your business vision. To do this right, you need to do more than just conduct screening tests. In this blog post, we have compiled five strategies that can help you transform your recruitment process in your company into a smart hiring machine.

5 ways to streamline your recruiting process in your company in 2021

While you are in the recruitment process there are multiple elements that you need to consider about your shortlisted employees.

Although you may start at the foundational hard skills they have, it is never the end. You need to go deeper to find out the mindset of the potential candidate. Asking vital questions that give you a glimpse of the thinking model of your candidate is critical. One such question is does the candidate fits in the company culture.

But to meet these major goals following systematized processes and strategies is critical. This not only improves the speed of hiring but improves the resources spent and the quality of people you onboard in your business organization.

The following are the top five ways to streamline the recruiting process to create more room for having productive work.

1.   Timespan of hiring

Preplanning the time frame to execute your recruitment plan is a crucial step. There should be room in your plan for unforeseen delays, so do not stress about adhering to a rigid schedule. However, setting a deadline for every stage of the recruitment process in your company will give you the sense of urgency it desires.

In usual circumstances, it takes about 8 weeks from the time a job is listed to the time the new person starts working.

You are probably thinking, “Wow, this is great, you are utilizing your resources properly and finally hiring a competent candidate,” then why should fast forward things? “Isn’t it true that I should take my time to make sure I am hiring the most suitable person?”

Yes, you should hire the best individual for the job, but it does not always imply a lengthy hiring process. Slowing the recruiting process does not always mean high-quality prospects.

Though you may believe that you are taking enough time to gather details, making them go through different exams can push them away. Thus, instead of asking them to attempt multiple exams, try to find the most suitable ones to accomplish something.

While you are spending extra time, the skilled candidates will get bored of always having to ‘show their worth’ to you. Thus, they may find another employment contract. So rather than wasting time in a state of being unsure, make a smart plan to recruit an employee and cut short all irrelevant formalities to save your and employee’s time.

2.   Narrow down your recruitment strategy

 

Always determine the most appropriate recruitment technique for the position you’re filling. Various agencies offer different types of recruitment strategies either retained recruitment or contingency recruitment.

The difference between contingency and retained recruiting is subtle, but it is important to note that retained recruitment tactics are more tailored. Hence, they are more suitable for high-end, speciality positions.

For roles like Board directors and CEOs, retained recruitment works best, whereas contingency recruitment is significantly more adaptable and diversified. Also, contingency search is typically significantly faster, as a larger pool of talent is readily available.

After trimming your choices of viable strategies to deploy, it’s time to decide which one to use. The reason you need to make this decision right now is that retained recruitment implies guaranteed uniqueness for the post, which means you can only work with one agency to help with the hiring process. Because contingent recruitment does not need this, firms may hire many agencies to fill a single position.

3.   Well-defined job description

Job descriptions are not just a list of the opening positions’ specifications and requisite competencies. It is much more.

In the job description, you must highlight the job activities and tasks. Also, it must cover whom they should communicate to and what behavioural attributes are desirable. Applicants will gain a concept for the job on a day-to-day basis once the expertise and certification requirements are known.

According to studies, women are reluctant to apply for employment when they do not satisfy all of the standards. Whereas males consider jobs where they meet even 60% of the needs. Unnecessary specifics, such as qualifications you’re ready to train for or secondary tasks, will significantly decrease your number of candidates.

As a result, you may need to extend your candidate search. Thus, it may cost you more time and money. Not only that but hiring a diverse and inclusive staff that reflects your community and the clients you serve will be difficult with a limited talent pool. To enhance the number and quality of applications, tone up your existing descriptions.

Recruit the top talent by developing your job description as precisely as necessary. You can emphasize the most critical abilities by dividing them into ‘essential’ and ‘desirable’ subsections. The approach will offer candidates an indication of how well they would fit the job.

4.   Automate processes

Automating the hiring process wherever you can is a major step towards streamlining the process. Skill assessment templates for recruiting are a great way to do so.

An applicant tracking system is one of the key components of a successful hiring process. Recruiters can use an applicant tracking system (ATS) to track candidates throughout the whole recruitment process in your company. From registration to joining letters, they can automate interactions so that it is easy to recognize the top candidates.

Although more significantly, an ATS can assist you in determining where the preponderance of your competent candidate comes from. Whether it is through your job portal, social networking sites, or employment agencies, this, and information assists recruiters in determining which pathways are the most profitable and worthwhile of additional financing. In addition to that, they can also recognize which ones they should avoid.

If you are not already utilizing an ATS, you must adopt one immediately.

There are several ATS systems available in the market, but the most suggested one is Oracle Taleo. It has a cloud-based platform that helps companies find, nurture, and retain top people. Could customize it as well to meet the demands of any organization with end-to-end optimization of hiring operations. Oracle Taleo provides three pricing schemes:

  1. Emerging EDU – $29/month
  2. Developing EDU – $54/month
  3. Developed EDU – $83/month along with the promotional demo.

The significant characteristics of oracle Taleo are:

  1. Marketing for recruitment is simple.
  2. The usage of social media platforms increased employee referrals.
  3. Data access at any time and from any location.

5.   In-house recruitment

To increase your hiring practices without maximizing costs, consider your current team first.

Before announcing a job specification, take a broad look for individuals eligible for promotion in your office. Thus, invite the existing workforce to apply.

An in-house recruit already recognizes the co-workers, the company. Moreover, it contributes favourably to your environment, reducing the time it takes for an outside applicant to get up to speed. Also, permitting your teammates to register before the official beginning shows your respect towards team members. It shows that you want to help them progress their careers.

Part of the recruitment process in your company should be to establish an incentive scheme to motivate your existing employees. Remember to be creative with the rewards you provide to your workers, as financial rewards are typical. Such as, a mini-vacation with an additional person, experience-related rewards, maybe even more appealing to your team. Establish rules regarding when and how awards will be given to the team.

In addition, create the internal employer marketing team and use your current workers as recruiters by integrating networking accounts. Provide social prose to your employees. It does not have to be perfectly refined and urge them to share it on their social media. As a result, you will have a better chance of receiving applications from qualified applicants, which will help you expand your talented workforce.

Conclusion

By now, you must have a comprehensive understanding of the strategies that can improve the recruitment process in your company. But here’s parting advice.

An effective hiring strategy not only meets the job needs. It also guarantees that the company will manage to provide justified changes to all employees. Adopting such a plan will allow you to recruit the top prospects for your company.

Smart recruitment is key to success in your business. It ensures your employees are motivated and competent all the time.

So, now there is just one question to answer. Which of the above strategies are you adopting for your process?