Recruitment: 4 Steps Strategy That Will Simplify Your Hiring Process

Hiring the right people without losing the company revenue is not an easy undertaking. Depending on how many positions you want to fill, saying hiring can be a long and tedious process is an understatement. Developing a consistent, simple hiring process can benefit the company in both the short and the long term to achieve its goals. 

Four Ways to Simplify the Recruitment Process

Here are four steps that will help you simplify a complicated recruitment process—and save you time and money in the process.

1. Sell the Role

Treat the hiring process as a marketing opportunity. Candidates can be your customers, and your customers can be your candidates, use all available platforms. The goal is to leave the applicant with a good feeling about your company even if they don’t get the job.

Be deliberate and offer clear and specific job descriptions. Poor job descriptions give a terrible impression and mostly irritates serious candidates. Poor job descriptions will get you, not-good-enough applicants. Including all the info about the job gets you the right candidates. Be detailed and emphasize the kind of growth and development the candidate will enjoy in your company.

2. Make It Easy for You and the Candidate

Have you ever tried your company’s recruitment process, especially online application platforms? If you haven’t, try it and improve. If you have tried it, you should know—if the process takes too long, many prospective candidates will try it and walk away without completing the application.

Once you make the application process smooth and more straightforward for the candidates, do the same for yourself. By using smart screening tools, you cut down the amount of data you have to go through. It helps you quickly assess how suitable a candidate is, eliminate jokers, get you the right candidate, and reduce the recruitment time.

3. Build a Talent Pool

One mistake hiring managers and HR do is to think that recruitment is a short-term process. Once they fill the positions they needed, they toss out the applications of the other candidates. Even if the candidate doesn’t meet the requirements now, or the role they applied for, keep track and create a record for future opportunities.

By building a database and establishing a relationship with them, the next time you need to hire, the time you need to get the right candidate will be reduced. You will check the database first before going out there. Once you build a relationship with them, it means there are chances of getting them to lower salaries and having lower dropout cases.

4. Keep the Candidates Informed

Lengthy recruitment process doubled with no follow-up on application or interview is a turnoff for the candidate and they will look elsewhere. You will end up with the not-good-enough choice.

Candidates hate the ‘silent treatment.’ Keep them informed every step of the way. Using their preferred means of communication, give them some feedback. Tell them the next step and make sure you follow through when the next phase starts and ends.

Simplify Your Recruitment Process

In a world where demands on the kind of people you need to keep changing, sometimes it feels impossible to keep up. If you’re planning on hiring or expanding your workforce, CPEhr and ModernHR will help you simplify the process.

We can connect you with the right candidates and help you develop an employer brand aimed at a long-term recruitment strategy that works. Contact us today to find out more.

Share on facebook
Share on twitter
Share on linkedin
Share on email
Share on print