It is time to hire! Does your organization have a successful recruiting process already in place? Creating a successful process allows your organization to hire top talent to continue the success of the business. If you do not have a structured, thought-out process, then this blog is for you. Below are 8 tips to guide you through the creation of a successful recruitment process.
1. Identify the Goals of Your Recruitment Process
First, understand the “why”, or the goals you are looking to achieve by recruiting. Below are typical questions and their respective response examples in order to help create a successful recruiting process:
Why am I starting this process in the first place?
- There are two open positions that need to be filled
- I want to put structure in place to streamline the recruiting process
- I have not had great success in the past.
What am I specifically trying to achieve?
- Hire top talent for open positions
- Streamline the process for recruiting
- Ensure we hire the right people to reduce turnover
When you understand your goals and your “why”, you create a recruiting process to align with organizational goals.
2. Know What You’re Looking for in Potential Team Members
It is important to understand what exactly you are looking for in your new hire. Consider the following criteria:
Experience & Education
What concrete experience and education are you looking for your potential new team member to have? The job description is key in highlighting what the required professional experience and education are for the position. Clearly outlining the experience and education needed for the position will ensure the right candidates are attracted to the position and they will be successful in the role.
After identifying required experience and education, screen candidates for how they add to company culture. Hiring candidates who are aligned with the company culture, results in a more productive working relationship.
In order to identify a candidate with core value alignment, ask the right interview questions. The behavioral interviewing technique helps HR and hiring managers understand the candidate’s experience and culture fit by allowing the candidate to speak to past experience by providing specific real-life examples.
3. Implement an Employee Referral Program
Current employees within the organization are uniquely positioned to promote the company and open roles. Encourage employees to open their networks to refer individuals they believe would bring value and experience to the organization. Creating and implementing an employee referral program incentivizes current employees to recommend new hires. This program may include a monetary bonus to current employees if their referral gets hired and passes a specified milestone, typically 3-6 months.
4. Write Clear Job Descriptions
A successful recruiting process starts with a clear, accurate, and up-to-date job description.
An effective job description clearly outlines the details of the job; including responsibilities, required knowledge, skills and experience, and information about the company. The prospective candidate will have a clear understanding of the role to attract them to apply.
5. Simplify Your Application Process
Another key tip in creating a successful recruiting process is to ensure the process is simple and easy to navigate. When implementing a process, think of the necessary steps for the candidate. The goal is to create a seamless and timely process, not one that will take the candidate hours and weeks to complete, Below is an example of a streamlined application process:
- Application is submitted through the job board where the role was posted
- HR/Hiring Manager to Review
- Initial Phone Screen held with the candidate and HR
- Assessment (If applicable, specific and relevant to the job, and EEO complaint)
- Virtual or In-Person interview with the hiring manager
- Culture interview with members of the team
- Offer Letter
6. Utilize Automated Options
The recruitment process does not always have to be manual. It can include some automation. While the goal is to still have this process be personal, automation contributes to time efficiency. Implement these common automations, generally available through most Applicant Tracking Systems, so your time isn’t spent on menial recruitment process tasks –
- Send automatic email advising candidates their application has been received.
- Send automatic rejection emails after reviewing their resume.
- Use scheduling links for candidates to book time for their interviews.
- Implement a one way video interview as an initial step in the process for candidates. (For Instance, Spark Hire).
Using automated options in the recruitment process reduces the time you spend in the tactical components of recruiting. Automations free up your time to complete other necessary business tasks.
7. Refine Your Timeline
Refining your timeline is a key component when creating a recruitment process. Understanding when the new hire should start is the first objective. Once you are able to pinpoint a date, you can work backwards in creating the timeline for hiring. The recruitment process should be streamlined and simple, taking no more than 3 to 4 weeks for the candidate to go through. Communicate the timeline and process with candidates.
8. Communicate Clearly and Often
Finally, it is extremely important HR communicates effectively with potential candidates during the recruitment process.
Honest, regular communication with candidates involves –
- Providing an overview of the entire recruitment process and timing
- Informing candidates on when they should expect updates regarding next steps
- Clearly communicating when the process has concluded, and informing candidates who were not chosen that the role has been filled.
Red Clover Can Help Refine Your Recruiting Process
It can be an overwhelming task to attract and hire top talent to fill vacant positions within your organization. If you need hands-on support to create or refine your recruitment process, the team at Red Clover is here to help! Contact us today and we will be eager to assist.