A solid, highly functioning team of employees is critical to your business’s success. When recruiting and hiring new employees, you want to find the best possible candidates for each position, but you also need to be careful about how much time and money you spend on this process. Studies have shown replacing employees to be a very expensive process, with even those making only $8 an hour costing $9,444.47 on average to replace. Luckily, it is possible to find great candidates in an efficient manner. Here are five ways to streamline your hiring process:
Create Specific, Targeted Ads
If your job ads are vague, you will attract a ton of response from unqualified candidates, wasting everyone’s time. Everything from the job title to the requirements to the job duties should be as specific as possible. If you know you will only consider candidates with five years of experience and a college degree, your ad should state that clearly.
Delegate Initial Resume Screening
A great way to save time during the recruitment process is to delegate the initial resume screening to a trusted assistant. Be clear with them about what you’re looking for, and have them eliminate resumes that are clearly unsuitable for the position.
An effective way to do this is for your assistant to divide the resumes into three separate piles (if screening electronically these “piles” can actually be files):
- The first pile is their “Yes” category: Candidates who are definitely qualified.
- The second is the “Maybe” list: Candidates who may be qualified but your assistant needs you to review the resume to be sure or requires more information from the candidate.
- The lastly pile is the “No” pile of unqualified candidates.
What you should be left with is enough resumes to give you plenty of great options, but no resumes from completely unqualified candidates.
Bring in Only a Select Handful for Interviews
If you’re in the enviable position of having a large number of qualified candidates for a position, don’t give in to the temptation to interview everyone. Remember, you can only hire one person for the job. Carefully narrow down the top candidates, and only schedule interviews with the top few.
Another option is to host quick phone interviews for your top several candidates, and then only bring in the two candidates you feel best about for an in-person interview. Phone interviews can give you a great feel for the candidate without wasting undue time.
Interview Only Once Per Candidate
The interviewing process can quickly become unwieldly if you continue to bring candidates back for second, third, or even fourth interviews. Rather than stretch out the interview process in this way, schedule one interview per candidate, and make that interview count. Instead of having the candidate meet with the hiring manager and then come back to interview with the president of the company, etc., interview by a panel of those who have decision-making authority.
Coordinate ahead of time to make sure everyone participating in the interview has a chance to ask a question or two, and that there are no duplicate questions. Everyone should have a copy of the candidate’s resume and cover letter, as well as a list of the questions being asked.
Utilize an Employment Screening Company
One of the most time-consuming aspects of hiring a new employee is screening them after you’ve decided to offer them the job. Employment screening companies, like PeopleFacts, quickly and accurately perform background checks on job candidates, saving you time and allowing you to fill positions as quickly as possible.
By following these tips, you will be able to recruit and hire excellent job candidates without wasting valuable resources.