8 MIN READ
Nine steps to hiring...
- Identify your recruitment needs
- Set the right expectations with a specific job description
- Create a timetable or plan for the process
- Use keyword search tools and job boards to search for talent
- Give candidates the best experience by communicating any interview requirements
- Screen relevant candidates with key questions for your shortlisting process
- Schedule & conduct interviews quickly after shortlisting
- Be ready to negotiate for top candidates you wish to offer
- Provide an engaging induction & onboarding experience to retain top talent
To hire exceptional talent, you need to stand out.
You need to live up to the hype.
And you need to get the basics right.
We all try to run (at least once) before we walk but without these ABCs, you’ll run the risk of creating a reputation you can’t afford to have in a competitive market.
In this guide, we’ll go through basics to get you started. So, grab a drink and settle in.
Before we get stuck in, let’s look at what makes an effective hiring process.
The definition of an effective hiring process
A successful hiring process requires planning and constant assessment that allows you to source the right candidates both quickly and efficiently. This means keeping your team up to speed with the workflow and providing them with the tools required for each step. This process can be simplified with that extra touch of organisation.
HIRING 101
The Hiring Manager should be armed with a CV, interview questions and a skills matrix for benchmarking (at the very minimum).
Your candidate experience workflow should include a heads up about the full interview schedule to avoid uncertainty about next steps.
Fit the needs of your business
Remember that recruiting strategies aren’t a one-size-fits-all result. An effective recruitment process is one that is tailored to the needs of your business. For example, a recruitment agency or large enterprise does not have the same hiring needs as an SME.
HIRING 101
Map out your specific requirements to fit your needs and help you achieve your company’s commercial objectives.
Automate recruiting tasks
Just like the early bird catches the worm, a savvy recruiter will nab the best candidates quickly, so employers need every advantage they can get.
Using an applicant tracking system (ATS) gives you that advantage, keeping candidate information organised through every phase of talent acquisition so you can focus on finding the right talent for the job and creating a great candidate experience. You’ll be able to automate where you’re posting listings, track the number of applicants, and filter CVs to find the most qualified. Plus, with all that time saved, you’ll have more time to build a rapport with potential recruits.
Enhance the candidate experience
Remember that while a candidate is naturally trying to impress you, you also need to be on your A-game when leaving a good impression.
The candidate experience is an important one, as this not only impacts their decision to continue through the process, but also reflects your company’s brand and reputation.
READ MORE: What is you company doing to ensure it’s first choice?
Enhancing this experience involves creating clear and informative job descriptions (get creative!), improving your website to be clear and accessible, scheduling interviews efficiently, and keeping communication regular and consistent. Alternative benefits can also add to the experience and attraction of wanting to work for your business later in the process.
HIRING 101
Review your candidate touchpoints and make sure they align with your company’s vision, culture and values.
Develop a strong employer brand
As mentioned above, recruitment is a two-way street.
The hiring team should make extra effort in attracting talent by showcasing why you’re a great employer. Most candidates will do a little digging before they apply, so it’s vital to establish a clear brand and Employee Value Proposition (EVP) that will only entice them more. Keep your company’s mission, culture, and values in mind – are they highlighted on your website and social media platforms?
It’s important to always think beyond your product. What are you doing to give back? Highlight your Corporate Social Responsibility (CSR) strategy to potential candidates. What are you doing to create a shared future for your employees and customers? What was the latest score on your employee engagement survey? Are you committed to diversity and employee inclusion?
READ MORE: Remember that giving back will always be beneficial for your brand and an attractive asset to candidates.
Implement an employee referral programme
Make data-driven decisions
Say goodbye to guesswork and hello to data-driven decisions. By investing in a broad data analytics system, you’ll be able to see how many people applied for a job, how many were interviewed, where the best candidates came from and so on. With each hire this will help improve and make for a smoother process.
HIRING 101
Make sure you’re tracking applicants for future hires, who may not be right now but could be as your business grows.
The benefits to having an effective hiring strategy...
- Lower recruitment costs
- Better quality of new hires
- Increases employee productivity
Nine steps to hiring...
Now that we’ve established the qualities of a successful recruitment process, we need to look at how you can design one. Below are nine steps to an effective recruitment process and how to navigate each one. (Cue next cup of tea!)
1. Identify your recruitment needs
Before you begin your search, or your watch (no Game of Thrones references here), you first need to identify the recruiting needs of your business. This may seem like an obvious step but, if overlooked, your job will become more difficult later down the line. Create a clear list of needs. This involves conducting a skills gap analysis, changing, or updating job descriptions, and recognising new roles to be created.
2. Prepare the job descriptions
Creating a good job description is more than telling people about a new position. It’s about setting the right expectations from the start and attracting the right candidates. This is vital in executing an effective recruitment strategy.
Determine the duties and responsibilities of the role and write them out. It’s important to be as specific as possible in the description to avoid wasting and attract candidates who can meet the demands of the role.
A detailed and effective job description creatively includes:
- Job Title
- Department
- Salary
- Duties and responsibilities
- Skills, experience, knowledge, and any training required
- Location (on-site/hybrid)
- Qualities that would be advantageous
WATCH: Creating a compelling job description for advertising.
3. Create a plan
Save yourself some time by organising a recruitment plan – a very simple yet effective step. Determine who will be reviewing CVs, scheduling interviews, and ultimately deciding on the right candidate.
4. Search for talent
Use keyword recruitment tools to significantly cut down your search time. Keyword tools can weed out unqualified applicants and will help on what is the most important yet time-consuming part of recruiting.
There are two sources of recruitment that you can tap into when searching for talent:
External recruitment sources – for wider scope
- Job Portals
- Job Advertisements
- Company Careers Page
- Social Media Platforms
Internal recruitment sources – motivates current employees and provides sense of teamship.
5. Communication
Make sure to maintain timely communication with your candidates or they’ll quickly move onto the next opportunity. The best candidates usually have many options, so be sure not to slack on keeping in touch. Using a mobile hiring app to review top candidates can be useful to keep on top of things while you’re on the go.
6. Screen and shortlist applicants
A simple phone or video call can effectively help to narrow down the selection process and make sure you want to take an applicant to the official interview process. Be prepared with some initial interview questions that can help you get a sense of their experience and attitude.
7. Schedule and conduct interviews
Depending on the process, interviews should take place shortly after talking on the phone – ideally within a week. Beware of taking too long in a competitive market, or candidates may find another opportunity.
HIRING 101
If you need an applicant to complete a task, presentation or a psychometric test – make that clear from the outset.
Contact is key to a great candidate experience so make sure to follow up with them, even if you decide not to take them to the next stage/offer the role.
8. Employment offer
Keep in mind that just because you offer an employee a job doesn’t mean they’re going to accept it. Did you know over 90% of people report being contacted by a manager directly can make them accept a job offer faster, so don’t be afraid to reach out.
Expect that the process may take time and be prepared to negotiate salary and benefits.
9. Introduction and onboarding a new employee
You’ve done the hard work and decided which candidate will be joining your team, and now the real work begins. Make sure you implement an engaging onboarding process so the new candidate has a positive experience and can easily dive into the job you’ve hired them for.
This process shouldn’t primarily be about new hire paperwork – it should focus on methods and resources that will help new hires transition successfully into the company. For instance, set up one-to-one time with managers or assign a mentor or a buddy – all of which can help accelerate new hire proficiency.
HIRING 101
Set up a 10-minute chat with each team member, individually or in department groups for a quick intro on their sector and roles. This vital yet easy step can avoid that overwhelming feeling of being ‘the new kid’ and not knowing faces/names when it comes to the larger group meetings.
Talk to Denholm
So these are the basics… the recruitment process may be a difficult one to crack but follow these guidelines and you’ll be well on your way to hiring talent for your business. To expedite the process, feel free to give us a call on 03303 359 818.
Whether it’s scarce skillsets, elusive locations, or you just needed them to start yesterday… We are experts in hiring the talent you simply can’t find yourself.
So if you have a permanent or interim requirement, need some help scoping a brief, or you are simply looking for some up to date market insight in an ever-changing landscape, our team are ready to help.
