Did you know that hiring and training a new employee costs up to five times more than retaining an employee?
It doesn't need to be so costly, however to add to your talent team. When you streamline your hiring, you not only cut hiring costs dramatically, but you make it easier to replace current employees who may not be performing up to par.
As the following article looks at, there are at least 5 ways to streamline your employee hiring using a variety of methods, which you can read about.
Here are some that are the simplest to implement, starting today….
Turn Hiring Into a Process
Henry Ford perfected the assembly line method of manufacturing automobiles.
One of the primary reasons for Ford's success was that he understood that streamlining the complicated process of making cars was the key. He knew that every step needed to be automatic and simplified.
You can do the same with your hiring process.
Think of the hiring process like a conveyor belt. Your candidate must be entered into the process, and moved along the conveyor belt.
At each stop, something new must be done.
Step one can be the first contact with the candidate. Step two can be matching the candidate's qualifications with the job requirements. Step three can be checking the candidate's references, and so on.
Once you have your process in place, you'll be able to know exactly where each candidate is in the hiring process, why they were moved to the next stage, or why they were removed from the conveyor belt altogether.
Use Available Technology
There are lots of technological tools available today that can help with your hiring process. Instead of asking one of your employees to create a spreadsheet or make candidate manila folders, invest in a recruiting software package.
These software services are often available for reasonable monthly subscription fees. They can be accessed by all of your recruiting staff, and the data can be mined, shared and broken down into reports that will prove useful in all your hiring decisions.
Many of the software services also integrate recruiter/candidate communication, so your job candidates will know exactly where they are in the hiring process.
This type of transparency has been shown to be an attractive benefit for job seekers.
Take a page out of Google's playbook and videotape your candidate interviews.
Doing so will help to weed out candidates based on broad brushstrokes, and will widen the cast for your hiring net.
You'll be able to interview candidates that live far away, and only entertain serious candidates after finding out what they are actually like to have a conversation with.
Video interviews can be easily shared with hiring managers.
You'll still want to interview in person any candidates that pass the first level of video interview, but this will give you even greater insights into their suitability for any position.
When you streamline your hiring, you'll save money, time, and end up with better employees.
Photo credit: BigStockPhoto.com
About the Author: Kate Supino writes extensively about best business practices.
So what are the steps in your process? Do you reflect this into your ATS and map how many people are at which points?
Great article and ideas. I know this can be a huge challenge especially in postions like administrative assistants that you get a mountain of resumes. What our organization did was set strict certification requirements. In the case of administrative assistants, require tnaoap or iaap certifications.
What we have found is that if a person has or is willing to get a professional certification, they have drive and initiative. This also narrows down the applicants quickly. We have done this for our last 5 hires, and it has worked very well for all of them but 1 (which she moved out of the area).
To respond to Katrina's comment, yes the applicant tracking system is a prime spot to map the progress of applicants. But one of the best outcomes is to map when applicants drop out of the system for any reason, which makes it easier to determine problems in the 1st stages of recruiting. In other words, did they drop out after getting salary details? Were they disqualified for not meeting certain qualifications? Why was that lack of qualification not caught earlier in the process?
I agree that stricter certification requirements can greatly help weed out less serious applicants who aren't necessarily on the correct career path for the organization.
Thanks for your response Kate! I love that idea of mapping and identifying the drop off points. It's a great way to make big data easy to digest (which is one of the biggest challenges, I believe). Does your ATS offer a way to see that visually or how do you get that info?