Improve the Recruiting Process by Setting Priorities
An effective recruiting process involves a combination of speed, efficiency, and accuracy. But as experienced recruiters know, emphasizing one of these can often detract from the others. Speeding up the process and rushing candidates through screening and selection can cause teams to miss red flags or allow great prospects to get away. Slowing everything down and focusing on wise, measured analysis may mean the best candidates are left waiting and liable to be pulled away by other offers.
So what’s the secret? How do effective recruiters move forward at a steady pace without cutting corners or missing important details? The answer: They establish priorities. Here are a few moves that can help you do the same.
Give each task the attention it deserves.
Focus each hour of recruiting time on a specific task throughout the day. Make a schedule, and then follow the schedule from each hour to the next. Start by giving some unrushed thought to the role you’re trying to fill. What does this role entail? What will a given day look like for the employee who steps into this position? What might such a person enjoy doing? At what skills will they excel? What kind of environment will make them feel happy, productive, safe, and engaged? What conditions or benefits will bring them on board, and what conditions will make them stay?
What tasks will help you find your target candidate?
Before you begin moving forward and tracking down your ideal prospect, break this large goal down into smaller goals, and each small goal into actions. What exactly will you need to do to accomplish each task that lies in your path? What obstacles or distractions may stand in your way?
Generate a list of names and contacts.
You’ll need to arrange meetings and conversations with your hiring manager to review the needs of the business—That’s a given. But you’ll also benefit by having conversations with (or about) a list of others who can share their knowledge and contribute to the success of your recruiting efforts. For example, the team who will work with this person. What gaps exist in their shared workflow? Are there team weaknesses that could be shored up, or team strengths that can be leveraged or improved?
Look for alignment between long-term plans on both sides.
The company may need an account manager (for example) who can help launch a new branch in a new city. But what will the future hold for the role after the branch is up and running? Where will this position lead in three, four or five years? Your target candidate may choose to pursue that distant goal or may have other plans altogether. For the match to work, you’ll need to seek an element of compatibility.
Work With a Top Recruiter in Scottsdale
For more on how to map out a clear path to a successful hire, talk to the experts at the ACCENT Hiring Group – a top recruiter in Scottsdale!