Hiring is costly. The vacant position is costing your company money and the hiring process even so if the process is lengthy, and require substantial resources. Every company wants to cherrypick the available candidates out there, but without having the right candidates or the proper process, bad hires can cost your company even more money than it should. Out of desperation, companies often settle with the best of what they have at the moment, without finding remedies to the challenges that they are facing when it comes to hiring. Perhaps, companies need to find a way to overcome the hiring challenges they face as they march towards 2020.
How to appeal to the right candidates?
When a job post created, applications start pouring. The problem is, the majority of the applicants are not the ones you are looking for. So, what’s the solution? It’s crucial that the hiring team knows the criteria required for a position, and therefore, ask the right questions to sift through a pool of candidates. For example, if the role requires English proficiency, it’s wise NOT to ask do you have English proficiency, because a majority who are desperate for a job would answer yes and hoping to go to the next stage of the hiring process. From my own experience, candidates who put 8/10 English proficiency could barely communicate in English well, let alone write a decent piece. Therefore, instead of asking for honesty, you should build a question that would make you come to the correct conclusion, like, how many grammatical errors can you spot in this paragraph? Or if the position is technical, let the candidate answer technical-related questions earlier on, so you won’t be wasting time entertaining the non-qualified ones in the next stage.
How to employ good candidates?
Good candidates always know their worth. Hence, they rarely act out of desperation, they are good at pacing themselves, and at the same time, they keep their options open, considering a few offers that come their way carefully. Therefore, attracting good candidates require effective persuasion from employers who have to figure out what makes these candidates tick. Perhaps it’s the money, perhaps it’s leadership, perhaps it’s the culture. Be prepared to influence these candidates with what they want rather than what the company needs.
How to hire fast effectively?
Every day that a crucial position vacates, the company is losing money due to delayed operation or interrupted workflow. When a post is required, it has to fill up fast. There are two types of hire: Common roles, Crucial roles. For the common roles such as retail assistants, f&b workers, skip the complicated and long hiring process because it’s utterly unnecessary, time-consuming, and not to mention, costly. The hiring process needs to be straightforward and pinpoint the questions to get decent candidates to fill up the post. Nevertheless, Crucial roles like the Chiefs would require a thorough hiring process and a sufficient timeline to reduce the risk. A rush decision on a Crucial role can have a devastating impact on the company as a whole.
How to create an efficient hiring process?
Sifting through a pile of resumes can be daunting, ineffective, and possible bias, mainly when a group of people who measures it based it on their own standards and interpretation. The outcome of the resume selection process determines the candidates that the hiring team is going to meet during the interview sessions. To ensure that the interview candidates are a group of qualified applicants, the company has to improve the resume-sifting process and make it automated. The hiring team needs to input the metrics they want for a position and when the resume comes in, all the details filtered to present the best matching candidates with the qualifications in the shortest amount of time possible.
How to eliminate bias?
Even when the resume selection has been processed automatically, the overall hiring process could still be prone to bias during other hire stages. Therefore, a standardized scorecard is an excellent tool for interviewers to fill up for transparency. Additionally, the company could impose questionnaires and tests to gauge a candidate’s level of knowledge and expertise in a subject or a position.
We are in 2019. It’s about time that companies are taking charge of their hiring process and choose a system that can help streamline the process, offer better team collaboration, and keep all candidates information centralized.
TimeTec Hire by TimeTec Cloud offers a cloud-based recruitment solution that possesses all these fantastic features and more:
ATS – Applicant Tracking System
Job Post Templates – To help you get started with your job posts
Questionnaires Tool – Design suitable questionnaires to land you desirable candidates
Interview Scheduling Tool – To schedule interviews and keep everyone involved informed and prepared
Interview Scorecards – A standardized feedback form for all interviewers
Job Offer – To streamline job offer processes
Onboarding Process – To assimilate the new hire into your organization conveniently
Contact us for a demo, or you can go to www.timetechire.com and sign-up for a 14-day FREE TimeTec Hire trial account with 10 job posts, unlimited users.
