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In this current candidate-driven market, effectively enticing and bringing in new employees begins with a streamlined recruiting process. Having an overly complex hiring process can easily make a bad impression on potential candidates. If a candidate is unconvinced of the way they’re being evaluated, they can easily select somewhere else for employment. Much like any process, simplicity is often the best method for minimizing expenses and keeping progress on track. When it comes to recruiting, consider abbreviating the process to help save time and ease the pressure on hiring managers.

Here are a couple tips for decluttering the hiring process:

Evaluate existing procedures

Like any process improvement initiative, begin by performing and in-house review to pinpoint any flaws within your recruiting process. Take the time to note any discrepancies and to highlight functional areas of the process. Visualizing all aspects of this process allows you to identify areas needing improvement. Furthermore, put yourself in the shoes of the candidate and consider any comments they provided or explanations as to why they declined the job proposal.

Redefine Role Descriptions

With the right job description, preliminary screening should complete itself. It doesn’t just tell applicants what is expected of them, but should show the firm’s values, principles, brand, and help the applicants decide if this is the correct position for them. Be mindful of the requirements you state in the description because each requirement may adversely influence or restrict the amount of individuals who would apply for the position. This can damage you in a market where the top contenders know they have various options.

Integrate with mobile platforms

Technology is always developing and it is important to stay current with the trends. With individuals constantly on the move, adapting to a quick apply user friendly mobile platform may attract more applicants instead of the submission of infinite online forms. Companies are finding that this mobile platform process results in a surge of inactive individuals (accomplished working contenders) overall, which may be extremely important for industries where talent is in scarce quantity. Without conforming to a quick apply mobile platform, you may be in jeopardy of defeat to the opposition.

Develop a realistic timetable

Work in reverse from when the new employee needs to be on the team. Approximate the length of time interviews will take, and then account for the time it takes between the employee start dates and when an offer is extended. By following this process, you will be able to set hard dates on a schedule. When there is an open job, work out when you need to interview applicants for the initial round. You need to consider all avenues including; flight and hotel scheduling, background checks, required testing, recommendations, and any other required correspondence.

Get hiring managers involved early

You need to get the hiring managers to approve job descriptions and to have availability for interviews. Candidates become discouraged and lose interest when a process becomes hindered due to scheduling conflicts. After initial contact with the applicant, the interview should be conducted within a week. When there are multiple employees involved in the interview process, the applicant should be made aware of whom they are interviewing with and the length of the interview.

Create a plan for interviews
Having fully trained staff on the interview team allows you to potentially produce a decision after a complete sequence of interviews or two if the applicants are very strong. Delegate the areas each interviewer will address with each applicant. Without a clear and concise plan, similar questions will be asked by each interviewer and there will not be adequate information on each candidate. Following a plan allows collaboration among assessors to share thorough information about each desired section.

Utilize your recruiter
Investing in an excellent recruiter can be beneficial throughout the process by reducing the time spent on screening candidates and accelerating communications. Use the recruiter to facilitate all communications about decisions and to follow up with candidates throughout each phase of the process until an ultimate conclusion is made. The recruiter can also offer comments to applicants on reasons they were not chosen, managing the discussion in a way that does not sever the relationship for future opportunities.

With a lengthy procedure, the finest contenders are out of reach and your company loses both time and money. By restructuring the hiring process and limiting the amount of time to hire a candidate, you may entice and preserve the best talent for your company.
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