The hiring process can take a lot of time and resources of a company. One has to be on point with their “hiring techniques”. If you don’t have hiring techniques then it can be tough to hire the best candidates, as hiring top employees will require you to deploy a perfect strategy. So, here are some of the top hiring techniques that will help you to hire the best talent with ease.

Top hiring techniques to hire candidates

• Pre-Building Your Candidate Pool done

  You can develop relationships with potential candidates long before you need them. These ideas will also help you in recruiting a large pool of candidates when you have a current position available. Read on to discover the best ways to develop your talent pool and recruit employees.

  The earlier you adopt these practices, the better your organization will do in the upcoming war for talent. (And, trust this statement, you will experience wars for talent as the baby boomer generation retires.) Read on to discover the best ways to develop your talent pool.

•   Video interviewing 

  This one is pretty self-explanatory. That doesn’t make it a less effective recruiting method though. On the contrary. Using video technology can be a great option when you’ve got candidates that live abroad; it saves both them and you heaps of time – and money – and you can still benefit from a much larger candidate pool.

  But you can take things up a notch video-wise.

  By using pre-employment assessments that incorporate video technology for instance. Put (very) simply: This kind of technology collects data on things like a verbal response, eye movements, and non-verbal communication and uses this information to predict a candidate’s likelihood of success in their future job.

• Check Backgrounds and References When Hiring an Employee

  Effective background checks are one of the most important steps when hiring an employee. You need to verify that all the presented, sterling credentials, skills, and experience are actually possessed by your candidate.

  The background checks must include work references, especially former supervisors, educational credentials, employment references and actual jobs held, and criminal history. Other background checks when hiring an employee, such as credit history, must be specifically related to the job for which you are hiring an employee.

•  Get more offers accepted by shortening your hiring process

         Most recruiters and employers report that it takes between three and six weeks to get candidates through the interview process and present an offer. But candidates are rarely willing to wait more than two weeks for an offer. When it takes longer than that, they either lose interest in the role and start pursuing other opportunities or decide to stay at their current jobs.

To hire the best people to fill open positions, HR teams need to find ways to shorten the hiring process. Consider these ideas for reducing the time between application and offer:

Schedule interviews before posting the job. This will reduce delays caused by the hiring manager’s overbooked calendar. Book two hours a day for a week or two—depending on how many interviews are normally needed—and get those times set in stone before you even start accepting applications for a new position.

• Use Headhunters and Recruiters

Sometimes, it is worth your time to use headhunters, recruiters, and employment placement firms. The best firms have done much of this homework and candidate pool development for you.

Expect to pay 20-35 percent of the cost of the new recruit's annual salary. But, for some positions, and in some industries, the cost in your department's time and the time invested in a possible failed search, are worth it.

Additionally, recruiters have an already-developed pool of candidates. They provide a second pair of experienced eyes to help you with your search. Some of them are very good.

An HR associate met with a recruiter recently and offered him a sales job in a client organization on the spot. Believe this, he was that good. She could definitely see him finding great candidates for employers.

When you work in an HR role, calls from potential recruiters come several times a week. Ask for references and check them out. Talk with non-competing firms to get referrals of recruiters with whom they've been pleased. You can also research recruiters at any number of websites online.

Looking for additional ideas about recruiting employees who are potential star performers? Here are several more of my favorite ideas for recruiting employees.

• Invest in an Applicant Tracking System

Save your company time and money by investing in an applicant tracking system. An Applicant Tracking System (or ATS) is a software that automates the process of posting jobs and finding qualified talent. This often includes one-click job posting to multiple sites, applicant sorting, and interview scheduling.

There are many options available, so be sure to do your research and find the best applicant tracking system for your company’s budget and size.

Efficiency: Log all your hiring campaigns and candidate information all in one system.

Candidate data: With talent adding their details to your system, you have ready access to a pool of workers for any similar roles in the future.

Candidate experience: It’s easier on candidates as you can cater to new hiring expectations, such as mobile-based application environments.

Admin reduction: Again, do away with filing cabinets and streamline everything through one recruitment hub—no more excess of files lying about in your office!

• Recruit and develop talent internally

Recruitment is typically thought of as an external exercise, but perhaps the best way to guarantee you find the right person for a role is to promote someone from within your organization. Hiring internally is a valuable recruitment strategy because it guarantees that you’re filling vacant positions with people who already understand your company, its culture, and what is expected of them.

Additionally, recruiting internally shows employees throughout your organization that you’re committed to their progression and growth. A strong talent management program that focuses on the development, succession planning, and upward movement is a great way to show employees and candidates that there’s a future for them at the company.    

• Maintain Contact With Interested Candidates

Don't let these potential employees submit their resumes and never hear from you again either. You'd lose all the momentum you just spent time developing with the favored few. Just as it was recommended earlier with employee networks and professional contacts, continue and nurture the relationship.

Enable interested candidates to subscribe to the company newsletter; consider writing a mini-newsletter just for them. Follow-up all website submissions with a greeting that says thank you for your interest in our company.

Send a periodic update about your job openings. Invite the potential employee to visit your organization when they are in the area. Your professional, ongoing contact with interested people ensures recruiting success.

• Define the job role before hiring a candidate

Hiring the right employee starts with a job analysis. The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.

The information from the job analysis is fundamental to developing the job description for the new employee. The job description assists you to plan your recruiting strategy for hiring the right candidates. 

Conclusion

So, when it comes to hiring the best of the best you need to have your strategy on point. It’s not only about the strategies but it’s about how you will implement them and get the most out of them.

These are the hiring techniques that will help you get your preferred candidate in no time at all.