5 Tips to Speed Up the Hiring Process
“Around 90-95% of companies underestimate how long hiring new employees really takes.” Not only do you have to write a job description, post it on multiple job searching platforms, filter through applicants, interview multiple people multiple times, drug test, issue background checks, you also have to wait for your future employees to work out their notice at their current company. According to a 2016 article written by Society of Human Resource Management, it takes about 42 days to fill a position. With today’s low unemployment rate and a tight labor pool, moving quickly during the hiring process is more important than ever. If you take too long, an employee can find a different/better opportunity elsewhere. In business, time is money. Check out these 5 tips to speed up the hiring process below.
- Create an accurate job description.
First and foremost, create a list of all the skills and qualifications you require your future employ to have. Next, create a list of “bonus skills.” Bonus skills are not required to get the job but gives certain candidates a competitive edge and helps you scope out your ideal employee. Having a detailed job description that includes software abilities, soft skills, and industry skills helps attracts qualified candidates.
- Collaborate with a staffing partner (like M Force!)
It’s no secret that staffing agencies are well versed in many industries and job titles. A good recruiter, who has also been in the industry for a while, will have a pipeline of people to call when they receive a new position to place. After all, just because someone isn’t the right fit for one company doesn’t mean they won’t be the perfect match for another. When you need to place a job quick, a recruiter might already have 3 qualified people to call to do a prescreen in a 24-48-hour period. Furthermore, recruiters work after hours. Sometimes people are hard to get a hold of and are only able to speak after regular work hours. Recruiters bend their schedule to fit the needs of their candidates and clients. While a recruiter is searching for your next employee, you have free time to focus on other aspects of your job.
Recruiters are much more than “job placers.” They are skilled in interviewing, resume writing, and industry knowledge.
- Utilize Technology.
Send emails, post on social media, post on multiple job boards, and text potential candidates. People live busy lives whether they’re working another job or taking care of their family. Sometimes people don’t have the ability to talk on the phone. By making yourself visible and reachable on multiple mediums give more candidates, who could be the perfect match, a better opportunity to reach out to you.
- Be honest with candidates.
Many times, a deal will fall apart at the final stages of selecting an employee. If a salary asking price is too high, be upfront with the interviewee about the salary you can provide. If it comes down to money and you can’t afford it, offer other incentives – extra PTO, benefits, sick days, etc.
If you’re working with a staffing company, be up front and honest about what you need out of an employee. Don’t sugarcoat an interview. Let the recruiter know what the candidate was missing and what they excelled in so that the recruiter can find a new candidate tailored to your needs.
- Extend an enticing offer quickly.
When trying to hire someone when there is a tight labor pool, candidates get snatched up quickly. If your offer isn’t the bee’s knees, another company can swoop in and steal them out from under you. Often, people offer a salary below what their willing to pay because they’re expecting a negotiation. They want a safety net in place (wiggle room) to negotiate back and forth. However, if you present an appealing offer quickly, the candidate might be more inclined to accept. The candidate feels like their time and skills are valued. If other companies are offering more money and benefits than what you offer, they may feel like they are being undervalued with their time being wasted.
When trying to fill a position, reach out to the people around you. Whether it’s internal recommendations or to a staffing firm, the more active you are the faster the process will go.