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By Expedi USA, April 28, 2022

5 Proven Ways to Speed up the Hiring Process

A company functions and grows because of the people who work for it. That’s why in today’s world a company needs to add employees who are not only efficient and hardworking but honest and reputable. The people working in a company are the representatives of the company for customers, clients, etc. A dishonourable employee can harm a company’s reputation, and reputation is a crucial factor for a successful company these days. Many companies have a recruitment process that can be lengthy and time-consuming so that the best possible candidate is selected for every job, it can hamper a company’s efficiency and take more resources. So here are some tried-and-trusted ways to speed up hiring process. So, start by knowing how to speed up the hiring process for your company.

The company’s recruitment process can be time-consuming and detail-oriented. While many recruitment agencies rank a lengthier process in hiring the most qualified candidate for the company, especially in high-paying professional jobs which need employee training some job agencies complete this task quickly and efficiently, resulting in better results in lesser time.

The job market, getting extremely competitive, and more positions are becoming available for recruitment than qualified applicants. Because of this top candidates typically have many offers to consider. Check out the 5 Proven Ways to Speed up the Hiring Process:

How to Speed up the Hiring Process

1. Creating a more extensive and on-point job description

The purpose of providing a job description is not only to inform people about the position but also to attract the best-suiting and qualified candidates. It’s also important to set realistic expectations for the position and your company. Job Portal In USA can help extensively with the approach.

When a position needs to be filled, managers try to fill up the position asap, rather than taking the time to consider what kind of candidate they need and who are well suited. To save time, they give less time to develop an effective job description. As a result, there will be a flood of ineligible candidates. So creating a job description can help to improve the applicant’s quality by having a proper conversation with the hiring manager about what you need to include in the job description.

  • What are the skills required for this job (mention if they are essential or preferred)?
  • What do other companies in the same industry are providing in their job description for a similar job?
  • What will be the roles and responsibilities of the prospective candidate?
  • What skills and training will the employee be able to learn on the job?
  • What will be the criteria the company will follow for hiring for this position?
  • What level of experience should this person have?

By presenting a job description that accurately reflects the job role and the preferred qualifications, you save a lot of time spent in initial screening and it will narrow down your efforts. You will also get better-quality candidates.

2. Reducing the number of steps in your interview process will save you time and money

The more unnecessary steps that can be dropped, the better. Less cumbersome the interview process is, the better chances of a larger pool of applicants. It will give you more time you will save, giving the best candidates a better chance of beating the competition and getting a job in the USA. A quick and efficient recruitment process is just as important for candidates as it is for employers. To decide if a particular round of process is necessary, ask the following questions:

  • What will this step accomplish?
  • What are the steps that are the most time-consuming but not important in the recruitment process?
  • Is there a step that is causing a significant number of candidates to exit the process?
  • You can carefully audit your process and determine which steps are taking you forward and which are causing a blockage.

3. Efficient and resourceful interviews are the need of the day

Remove the candidates, who do not suit and screen them in the first level itself. Then narrow the pool further by conducting in-person interviews with them. Many organizations lose candidates because of poor interview techniques used during the interview process. This is one of the major reasons for not speeding up the hiring process.

The following are some common interview blunders::

  • Including a variety of stakeholders

The more people get involved in the process, gets the more disagreements. Involving too many stakeholders can lead to conflicts. A better way to gain group approval is to request input from people when creating a job description, and then delegate it to the decision-making authority. This must be a small group with expertise in the field.

  • Ineffective inquiry

Don’t use the go-to common questions and try to make each interview comprehensive and meaningful. They are ineffective and can decipher the wrong impressions too. Rather ask relevant and creative questions.

  • There is no structure

The decision must go beyond gut feelings and hunches. You must seek the candidate’s skills, experience, confidence, and other soft skills. Maintain a structure to check all candidates and drop unconscious bias. Before the interview process begins, prepare a list of questions and subsequent scorecards for each hiring manager. Limit yourself to similar questions and employ a consistent rating system, so you can compare and come to a conclusion.

  • Ineffective follow-up

Allow hiring managers time to take and debrief notes from interviews, as well as notify candidates of the next steps. It may feel like extra, but in the end, it will make your interview process more streamlined and well-functioning.

4. Maintaining open communication channels both ways

To keep the recruitment process transparent and proper, there is a need for open communication between both parties so to keep information flowing.

Inform the candidates about important details right from the start:

  • How long it will take the application process?
  • Upon receipt of the candidate application, when can candidates expect to hear from you?
  • What is the schedule for the recruitment process?
  • How long each step could approximately take?

All this not only improves the candidate’s experience but also encourages candidates to stay engaged throughout the process. Even if it doesn’t allow you to progress as quickly as your competitors.

Generally, interviews are stressful, so making candidates feel at ease will mean they will be more open and honest during the interview. Hence during the process, let them feel welcomed, and give them refreshments with proper waiting space. Take the candidate on a guided tour of the entire office for a gist of the office environment and the company’s culture.

5. Create a talent pool

Having a fantastic candidate experience can also speed up the hiring process. If you can maintain a positive relationship with most of the candidates, including those that did not join. As a result, you will have a talent pool full of candidates who have already been vetted, qualified, and interested. Building a positive relationship with each of your qualified candidates allows you to devote less time to future job searches.

Conclusion

To improve your company’s recruitment process, the best way to do so is to do practical experimentation. Make certain that your hiring managers keep steps that will improve your process. Regardless, if you all find some steps confusing or time-consuming, chances are your candidates will as well. Keep it simple, quick, and efficient.

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