There are lots of great things about rapid growth. From sales to leads and profits, it’s hard to complain when you’re startup is going from strength to strength. This isn’t the case with recruitment. The majority of bosses say “hell no” when they answer the question: “isn’t it easy to find great hires?” With so many positions up for grabs, only the best people need to fill in the blanks. Everybody else need not apply. But, with little time available, it’s essential to make the process as hassle-free as possible.
To help save time, money and energy, here’s a four-step plan to follow for definitive results.
Big Data is a major part of the industry because it contains all the answers. Information is like another language – you need to know how to speak the lingo. Once you can, there isn’t a problem which will be unsolvable. However, keeping files on hundreds of candidates is a lengthy process. Thankfully, recruitment software is on hand to help. The program should include acquisition, management, mobility, and diversity in one system for human resources teams. And, all of it is accessible at the click of a button or via an app ‘so there’s no reason to waste time.
To help match an individual with a position, the job needs to be clearly defined first. If you begin without a clear vision of the role, there will be a problem with the final result. Clearly-defined job roles allow you to identify the best candidates and their skill sets. So, if you’ve started without knowing what you want one-hundred percent, stop and go back to the drawing board. Consider what it takes to be successful in the position and write it down. Also, think about what you don’t want too.
Create Detailed Descriptions
Vague job descriptions result in one thing: frivolous applications. People see a listing and think they have a chance because there isn’t a list of needs and wants. The wastage which occurs as you flick through resumes which aren’t suitable is avoidable with extra detail. Include things such as basic qualifications and experience to tailor the post. If a person doesn’t have an undergraduate degree and two years experience, they won’t bother. With this in mind, don’t merely regurgitate old listings and repost them again. Begin from scratch to ensure they are detailed and defined correctly and include the requirements.
Involve Team Leaders
Recruitment agencies and HR will help, but the decision stops with the person in charge. Still, it isn’t as if you understand everything about the position. It might have been a while since you’ve been on the office floor dealing with these issues. Therefore, it’s important to include team leaders and middle managers who have recent experience of the position. They’ll be able to clue you in on what’s essential, what’s a bonus, and what’s unnecessary. Use the resources at your disposal as guides to support the recruitment effort.
Finally, don’t view it as an unpleasant task. Instead, look it as a challenge to overcome.