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How to Streamline Your Hiring Process

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How to Streamline Your Hiring Process

Hiring new staff can be one of the most rewarding experiences as an employer. It shows you are diversifying your workforce and your business is growing but it can also be time-consuming, stressful, and frustrating process for all those involved.

No one wants to spend hours of their time sifting through CVs, arranging interviews, and making phone calls when there is a business that needs your full attention.

Despite the uncertainty caused by the Covid pandemic, many people are looking to make positive changes for the future, seeking new employment and looking to explore new and rewarding job opportunities. This means there is an increasingly exciting talent pool of potential employees.

In order to capitalise on this new pool of talent and attract the right people for your positions, you need to refine and streamline your hiring process. In doing this, you not only make the whole process more effective and efficient for you as an employer, but more appealing for your potential employees. In other words, a win-win.      

Here we have provided our top 5 tips to help you improve and perfect your hiring process for better outcomes for both you and your potential employees.

  1. Examine your recruitment strategy

The traditional method of posting jobs out into the ether on job-board type websites can be an effective way to attract attention but it often results in hundreds and potentially thousands of applicants, many of whom will not be suitable. Instead, consider partnering with a recruitment agency. They have the expertise to match your posting with the most suitable candidates saving you time, effort and ensuring you are getting access to the best talent available.  

  1. Invest in Technology

Software such as applicant tracking software (ATS) can help filter through applications using sophisticated word recognition and keyword algorithms. In essence, it saves you from having to manually read through each CV and application to see if the candidate is suitable. For example, if your job requires 3 years experience, the program can filter out all of the applications that do not meet this criteria. Other programs can help build personality profiles for your ideal employee and match the candidates to the predictions. An investment in tech could save you a fortune in time later on.

  1. Honesty is the Best Policy

When interviewing an applicant be clear about all perks and expectations. If you act with complete transparency, those that apply will know exactly what to expect and what the role entails. No one wants surprises or changes to terms after the process has started. A clear outline helps deter timewasters and ensures the people that apply know exactly what they are applying for.                 

  1. Prepare with Flow-Charts and Checklists

A well-designed flowchart and checklist can help streamline the process by objectively identifying exactly what it is you require and whether the candidate then meets those requirements. This will also help to standardise your approach and focus on exactly what it is you need while offering scenarios for all eventualities.

  1. Refine your Job Descriptions

Spend longer writing highly specific engaging job descriptions. This will not only help your recruitment partners ensure you get the right people, but it will deter applicants that do not meet your criteria, saving time in the long run. This isn’t about putting people off applying just making sure that those that do, have the qualities and skills you are looking for.

At Cooper Golding we have specialised expertise in the recruitment industry that allows us to help you find the right people for your business. We match the most appropriate candidates to the descriptions so you can choose from the best talent available.

For more information contact or call us on 01271 349745 to see how we can streamline and improve your recruitment process.