For obvious reasons, recruitment can be quite stressful for any hiring manager. Still, there are actions you can take to make it a much more seamless process and ultimately save you a lot of unnecessary headaches!
Below, I have outlined what I believe are four effective recruitment tactics that some of my clients have incorporated into their process. Although challenging, it’s not impossible to hire in this market. If you are struggling currently, it’s worth looking at your process and seeing what you can do to improve it.
1. COMMIT TO THE PROCESS
In this market, where there is a massive shortage of
candidates, it’ll inevitably be a waste of your time unless you commit to the process. Candidates need feedback ASAP after submitting an application. After interviewing, they should receive feedback within 24 hours regarding the next steps. If you’re too slow off the mark, you will miss out on high-quality candidates repeatedly as they will have 2-3 offers elsewhere. If you can’t commit to the process, I suggest putting recruitment on hold and focussing your time on other priorities until you can.
2. PRE-SCREENING QUESTIONS
Whether you are working with
an agency or an internal TA team, if there are some non-negotiable technical skills listed that require lengthy, in detail explanations - it’s a great idea to request the candidate to answer (either written or recorded via video) those questions prior to interviewing to ensure they are meeting the criteria. This will ensure the recruitment process is of a high quality from the get-go.
3. LESSEN NUMBER OF INTERVIEWS
Generally, you are putting yourself at a massive disadvantage if there are more than 3 stages in your interview process. The simple solution is having 2-3 interviewees in each interview if needs be, you need to accommodate the candidate to keep them engaged.
4. SCHEDULE AVAILABILITY IN ADVANCE
Obviously, this is easier said than done. Still, some of my clients I’m currently working with will update me at the end of every week with interviewing availability for the following week. What does this do? Once they interview “a great fit”, they can already pre-book the 2nd & 3rd interviews. Ideally, they could have the entire process finished within a week, leaving a great taste in the candidate’s mouth as it’s nice to feel wanted, aye?
From my experience, these have been the most effective from a hiring manager’s standpoint but of course that will defer from company to company.
Need help tweaking your process? Reach out to me (or the team):
📧 phegarty@morganconsulting.com.au
☎️ +61 (3) 8606 0377
...anytime!
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