Making the Hiring Process More Straightforward and Streamlined

It takes an average of 34 days to fill a job, according to the Society for Human Resource Management. And the bulk of that time is spent placing ads, reviewing resumes and scheduling interviews. Yet many companies struggle with the hiring process because of the vast amount of information that's required to make informed decisions. If you own a company or are a corporate human resources manager, consider using some of these tips to streamline your hiring process.

Plan Ahead

Get to know the needs of the key hiring managers in your company. Meet with them and discuss their hiring demands for each quarter so you can get the position approved in advance. Ask managers to write and submit one job description for each job to avoid changing the qualifications and receiving a mixture of applicants with difference experience levels.

Use Fewer Platforms

Forget about trying to advertise on all job sites. Pick a couple that suit your needs and stick with them. Some of the largest sites are CareerBuilder, Indeed, Monster and Simply Hired. Employing fewer sites will better help you gauge the response levels and qualifications of applications. Drop those sites that don't meet your needs and try other ones. But stick to just a couple of them.

Test Candidates

Collaborate with managers to develop testing tools for selecting the best candidates. This will eliminate those who are less qualified and leave you with the cream of the crop. Examples include behavior/psychological tests for insurance sales applicants or written assignments for copywriters. Once you have the results, use a business instant messenger to apprise the candidates you choose. This service also keeps hiring managers in the loop and reduces the chance of losing high quality applicants to your competitors.

Consolidate Application Process

Use a two-step application approach. Start with an abbreviated version where applicants provide their names, email addresses and copies of their resumes. After reviewing the resumes, only invite those who are qualified to apply through the longer version. That's where they will attach their resume, fill out the application and complete the typical hiring questions such as ethnic background, veteran and disability status. This two-step approach reduces the number of applications you need to review.

If you start employing some of these techniques, you will eliminate many of the headaches that befall companies when they're ready to hire. Reorganize your recruiting staff as needed to better implement these tools.

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