From posting job descriptions to interviewing candidates to completing background checks, the hiring process can be lengthy. However, there are times when a business needs to hire employees quickly, posing a unique challenge for HR departments. If your team needs to scale in a short period of time, you may be feeling overwhelmed and unsure of where to begin this expedited process. To help, here are six straightforward ways to hire quickly.
[Read more: 4 Smart Reasons to Hire in 2021]
Why businesses need to hire quickly
The need to scale your business quickly can arise for a variety of reasons. For companies in essential industries like healthcare and transportation, the demands of the COVID-19 pandemic have necessitated a rapid hiring process. Organizations facing a sudden influx of increased client work — whether due to signing a major contract or filling an unexpected job vacancy — might also need to bring on qualified staff as soon as possible to manage the workload. Finally, businesses looking to seize opportunities and grow unhindered may look to scale their team quickly.
How to hire candidates quickly
Once your business has identified the need to hire quickly, the next step is to ensure that you have an efficient and effective hiring process. Here are six ways your business can hire quality candidates fast.
Define hiring goals
To ensure you get the most out of your hiring efforts, you’ll need a clear idea of what the open position entails. This means defining the mission of the role, outlining objectives that should be achieved and timelines for doing so and identifying the skills required to achieve those goals. Taking the time to do this will not only give you a clear understanding of how the new hire will fit into your organization, but it can also ensure that your job posting comes across the screens of only the most qualified candidates.
[Read more: 7 Tips for Hiring a More Diverse Workforce]
Identify where potential employees are searching and go to them
No matter how attractive your job posting may be, it may not draw the right talent if it never makes it onto their radar. To prevent this outcome, take the time to identify where potential employees are searching for positions similar to yours, then concentrate your hiring efforts there.
Not sure where to begin? Professional-oriented social networks such as LinkedIn, recruitment sites like Indeed or Monster or professional organizations in your industry are a great place to start.
Applicant tracking systems and recruiting software can be a game-changer for managing high volumes of resumes and sending out messages.
Improve your website and application user experience
The importance of a seamless user experience cannot be overstated, and this is especially true for the job application process. If your website or application is overly complicated and hard to navigate or doesn’t offer enough information, candidates may choose not to apply. Conversely, a smooth and simple user experience can give you a wider pool of qualified talent from which to choose. To do this, ensure that your website or application is clearly worded (and designed), answers any questions candidates might have and is updated regularly. It is also advisable to optimize your experience for mobile devices, as candidates may be researching or applying for jobs on their phones or tablets.
Leverage tracking systems and recruiting software
Applicant tracking systems and recruiting software can be a game-changer for managing high volumes of resumes and sending out messages. These tools can help simplify the hiring process by automating some of the more tedious tasks, including scanning resumes for keywords and sending messages to candidates.
Incorporate screening questions
The right set of screening questions can help you quickly identify which candidates have the necessary skills, personality and company culture fit to succeed in the position. These screening tools can be implemented in automated questionnaires or phone interviews, then analyzed by you and your hiring team for specific content. Only those who pass the screening would then move to the next stage of the interview process, cutting down on time spent in both reviewing and interviewing candidates.
[Read more: 8 Personality Tests to Help You Hire the Best Candidate]
Automate interview scheduling
Reaching out to candidates and scheduling a convenient interview that fits both your schedules can take up valuable time — especially when you consider that most companies conduct at least three rounds of interviews for each position. By using an automated interview scheduling system, you can eliminate delays in scheduling, making the process easier for both yourself and the candidate.
Analyze the results
Once you’ve filled the position, analyzing your hiring process can help you determine what worked well and where to make improvements. Consider which platforms gave you the most (and least) qualified candidates, how easy it was to complete each step and how quickly the position was filled. Surveying your new employee about their hiring experience can also offer valuable insights you can use as you continue to scale your business.
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