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Five Steps to Effective Hiring

Posted by Megan Stollery

06-Jun-2016 08:00:00

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Throughout the year, it's important to regularly assess what is working for you and perhaps what can be improved upon in your hiring process. You basically need to re-emphasise proven methodologies that reap the best results and your success is based on establishing and maintaining the most effective hiring systems; securing personnel who consistently deliver higher results in financial performance, productivity and customer satisfaction.

To work most efficiently, the hiring process should be fair, accurate and conducted within the budget and time restraints set. Here we look at five steps to ensure that your hiring process is optimised for success:

1. Time, Cost and Exposure

Time and cost are hugely important during the recruitment process. The right person must be sourced in the right time frame and within the budget set for securing the resource.

The key to this is exposure. Advertising the position in the right places and with the frequency that will ensure maximum exposure to ideal potential candidates. In essence, you need a tool that will enable you to post your job description once and ensure multiple exposure across multiple platforms commonly used by candidates looking for this particular vacancy, job boards, social networks and other websites.  This approach is likely to obtain far more applicants than standard 'one-shot' advertising.

2. CV Searching

Find a tool that facilitates CV searching based on attributes that you set and also utilises all the job boards and the huge number of social channels. This drastically reduces your time spent resourcing candidates, enabling more time to be spent on further screening, assessment and the important interview stage.

3. Further Screening & Management of the Process

Whilst the application stage filters through who is technically capable of filling the position, there are other important skills that will need assessment, such as interpersonal competencies, ethics and team working skills. Set up a standard form of questions that enable you to quickly decide whether a particular candidate meets these requirements prior to interview. This filtering process can be carried out via email, video interview, or other web based application, such as Facebook or Snapchat.

Choose a tool that enables you to manage the recruitment process from start to finish. This ensures that nothing 'slips through the net' and the process is efficient and consistent.

4. Further Assessment

Before you move onto the time-consuming and cost-heavy stage of interviewing, it's the time to ask them to complete a competency based assessment which can be tailored to the position. This can include a range of questions designed to assess how they would perform in various situations, and question how they have performed in particular circumstances in the past. Again, this can be conducted on-line, reducing the time spent on the process.

5. Interview

If you follow the methods above, the interview stage should act as confirmation of pre-identified skills. It's also an opportunity to ensure the candidate's character and personal attributes will be good a fit for the company. The appropriate questions should be identified before the interview AND asked consistently across the field of candidates. Questions should be open and designed to allow the candidates the opportunity to show their aptitudes and skills, not purposely tricky. A candidate should be encouraged to expand on each question asked to give a true indication of their suitability.

Find out how Broadbean can help improve the effectiveness of your hiring by getting in touch with one of the team today.

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Topics: Recruitment Technology , Job Distribution , Search CV Databases