Company growth and culture all go hand in hand with who you onboard to your team. Challenges are unavoidable in the business world. From candidate flow and conversion rates dictating how you operate, attracting the best top talent in the job market is only possible when you have an efficient recruitment process in place.
It should reflect your hiring needs to better enhance the candidate experience.
From the moment you are in the pre-planning stages of recruiting to making a hire, there’s a lot to consider. But what is your end goal? Where do you want the next leg of your company’s journey to go?
Optimising your recruitment process can be simply whittled down into 7 stages.
What do you need?
How can you even consider hiring if you don’t know what you need?
So before you even start the process, have an in-depth understanding of the role you are hiring for. The recruitment process will be at its most efficient as a result, and you will be able to quickly determine who is the right candidate.
Having a clear purpose and planned goals in place for your prospective candidate before they join the team, will take away any ambiguity. They will know from the get-go where they fit in the wider company, and will instantly be able to engage with your company culture much more easily.
So set up a framework:
Know why you are hiring in the first place – what will the business gain from a new employee?
If successful, what duties and responsibilities will they have?
Is there a place for your new hire to grow within your business?
What skills and abilities are essential for the role?
Who are they accountable to?
Where will your new candidate fit within the wider company structure?
The nitty gritty
Job specification and person specification are key to your recruiting success. It allows you to be clear about the role you are recruiting for and the type of candidate that would be the best fit for your company on paper.
This isn’t something to be rushed either, so take your time to iron out the finer points. Getting this stage right now, will allow the rest of the recruitment process to go more smoothly.
Things to note:
Job specification– be clear about what the role involves while giving a glimpse into the culture of your company
Person specification– a simple way pf characterising the type of mindset and skills that will thrive in your company
Consider your recruitment strategy
All-star players are found in top talent pools. Not always easy to find, but full of a goldmine of potential and game changing ideas.
The best recruitment strategies consider the following:
Where to target? Localised or beyond, you need to know the geographical area you’ll be targeting
The method. Are you going to rely on a top performing agency like ours to give you your best chance of finding the best top talent? Use employee referrals, social media or get creative with video interviews?
How to create the most relevant job ad
Channels. Job boards, company websites, social media – the works!
Whatever you choose to do, your recruitment process must remain well-organised and your hiring team need to be on the same page.
Screening and shortlisting candidates
Now that you’ve received a mountain of applications, what do you do next?
Separate the applications with minimum qualifications or matches to your job and person specifications
Then, separate applications with the preferred credentials, i.e. experiences, certifications, technical competencies and skills
Go over the minimum qualifications pile again. Shortlist the ones that have the required credentials
Anything that causes concerns, flag it up so you can get clarification during an interview
A candidate’s application will tell you a lot about their experience, but it won’t necessarily show you who they really are.
Getting to the interview stage is one of the final summits before you get to the end of the race. This is where you get to offer excellent, praiseworthy candidate experience no matter which candidate receives the job. It is also your time to really shine as a potential employer.
To offer the best interviews that will yield long lasting positive results, there are some pointers to consider when it comes to candidate experience:
Be clear and concise for both your team and the candidate – you can use a visual framework to support to remove any confusion about the process
Send an email ahead of the interview with some of the finer points included – what the process will look like, how much time it will take and how to prepare
Allow flexibility – by giving your candidate some flexibility around their schedule, a better first impression will be made. Feel free to send a small selection of dates and times to make it simpler for both of you
Now that you’ve found your promising candidate, take the time to check out their references. If everything checks out, you can make them an offer.
Although unlikely, sometimes the first promising candidate may not accept your offer. So be prepared to extend the same offer to the second or third best candidate.
Finally, you’ve found the right candidate for the role and the fun can begin. Now is the perfect time to help your new hire settle in and find their voice within the company’s culture.
From meeting the whole team to providing necessary resources, training and responsibilities, this is your chance to live up to the stellar candidate experience you delivered throughout the recruitment process.
Recruitment is a challenge in itself, so why make it harder on yourself? Get in touch to find out how we can help you reach the top talent to take your company to the next level.