Improve Recruiting Efficiency: Tips for Small Businesses
Great recruiting can mean the difference between a dedicated, talented staff of committed employees and a pattern of high turnover. Strong sourcing, screening, and interviewing can get the job done right. But can it also get the job done fast? Make sure your recruiting strategy is efficient, not just effective. Save money and time while you identify and hire the best available candidates in the marketplace. Here’s how.
Avoid having too many cooks in the kitchen.
Before you even begin the staffing process for an open position, determine how many people you’ll need to have involved, and who those people will be. You can inform others of developments along the way, and you can keep them in the loop as you choose, but don’t get drawn into scheduling separate interviews between each candidate and each member of a sprawling team. And don’t factor assessments and opinions into the process if those opinions can’t contribute to a sound decision. Streamline your process by reducing team size.
Make sure everyone knows their role.
If you plan to have different people review the candidate for different skill sets, make that clear upfront. If Sally will evaluate the candidate’s coding skills and Steve will make sure the candidate can lead a team or meet a deadline, clarify each of these roles and don’t encourage too much overlap. If Steve doesn’t know anything about coding, he should not feel required to weigh in on this issue. Have him focus his energy on his own part of the process.
Establish a timeline and stick to it.
A sense of steady forward progress can help you land talented and high-value candidates. Even if your process is long, you’ll need to keep things in motion and provide the candidate with an update at each stage. Otherwise, top candidates will disappear along the way — either because they lose patience or because they sign on with other employers. Weaker candidates will stay in line until the end, since they may have few other options. Don’t allow a meandering process to create a form of adverse selection, and don’t allow staffing to become a low priority for the members of your chosen team. Keep everyone on pace, and if they need to shelve the project or go on vacation for a while, make sure someone else can step in and pick up the slack.
Share clear milestones.
Set goals at each stage. For example, establish a May 10 deadline for resume review, and then a May 15 deadline for interview scheduling. Again, teamwork and steady forward motion can keep the process from sprawling.
Work with a top recruiter in Scottsdale
For more on how to streamline your recruiting and hiring procedures, consult with the experts at the ACCENT Hiring Group.