Achieving quick recruitment results is essential to remain competitive and meet organizational needs, particularly in today’s fast-paced corporate world. This can be achieved by designing a recruitment process that is simple, reasonably quick, reliable, and inclusive. However, each company has a different recruitment procedure that proves to be effective for it alone, and so the key is to identify the best approach for your company’s requirements.
Here at DevelopmentAid Recruitment Solutions (DRS), experts in talent acquisition for international development have compiled a list of tips to help you to carry out the recruitment process more effectively.
Tip #1: Simplify the recruitment process
Design a hiring procedure that is thorough but at the same time less time-consuming. This involves clear job descriptions, quick resume screening, and prompt interview scheduling.
You could also consider using an applicant tracking system (ATS) – a computer software program that makes it possible to monitor the overall number of applications, automate the publishing of job postings, and filter applications to shortlist the most qualified candidates.
Some ATS functionalities are included within an HR software suite. If you simply require an ATS or want to take your applicant monitoring abilities to a higher level, you should consider a stand-alone ATS alternative.
When searching for suitable talent, it is also crucial to consider various social media platforms such as Facebook, Twitter, and Instagram, along with professional networks like LinkedIn. When doing so, using keyword recruitment tools will save time and quickly eliminate unsuitable candidates.
Share Company Values
When spreading the word about your company it’s important to concentrate on the content that aligns with the principles of your business. For instance, if your company is involved in charity activities, post pictures or videos of a recent, well-run initiative.
To show that their organization is an attractive place to be employed, many companies also motivate their staff to share content showing what happens behind the scenes.
Tip #2: Develop standards for candidate shortlisting
Create strict standards for selecting applicants for shortlists which could involve a combination of qualifications, experience, and potential cultural fit. The hiring process will move more quickly if you are able to concentrate on just the most promising applicants.
Here’s how to do that effectively.
- Depending on the job description, develop precise, objective criteria (qualifications, necessary abilities, relevant experience important for the role).
- Eliminate applicants who do not match the prerequisites. You can use an ATS which scans resumes for particular keywords and credentials.
- Evaluate the pool of chosen applicants. Examine in more detail their accomplishments, past roles, and how applicable their experience is to the job you are interviewing for.
- Use work samples, personality tests, and skills testing to learn more about a candidate.
Tip #3: Boost job posts with paid advertising
One efficient technique to get more qualified candidates to view your company’s job vacancies is to pay to advertise them. In the case of more well-known job platforms like LinkedIn, where your job ad will be quickly pushed down by the volume of other submissions, this can be very helpful.
Tip #4: Create a strong candidate pipeline
Keep the pipeline of potential candidates continually filled. This involves keeping in touch with possible applicants even if the company is not currently involved in active hiring. By being proactive, you can make sure that you have a pool of candidates to choose from and will therefore save a lot of time when a certain position needs to be filled.
Tip #5: Communication
Inform and involve candidates at every stage of the hiring process. Decision-making can be accelerated and candidate interest can be maintained with prompt and transparent communication.
It is also important to engage passive candidates, i.e., working individuals who are not actively seeking employment.
Tip #6: Program for employee referrals
To engage your staff in the hiring process, establish an employee referral program – this will engage your workforce and make them more inclined to tell people about the position in the company they work for and thus increase the chances of finding eligible applicants. Columbia University carried out a study in which experts monitored the results of referrals at an organization. There was also a bonus scheme for staff members who recommended someone who was subsequently hired. The study found that for every 100 applications, referrals provided 70% more quality hiring than non-referrals.
Tip #7: Permanent adaptation of the hiring approach
It is important to always be ready to modify your recruitment approach as necessary. To achieve quick results, the ability to change course in response to feedback or evolving requirements is crucial.
Apart from being able to modify your plan based on market shifts, it’s also vital to take into account any potential short- and long-term goals that the company may have. Temporary staffing allows you to easily hire more workers when needed and is a simple way to scale your teams up or down in response to changes in the economy or the seasons.
With 15+ years of experience of hiring experts for the development and humanitarian sectors, DevelopmentAid Recruitment Solutions (DRS) has managed to establish high standards for candidate shortlisting. With our database of 65,000 junior, mid-level, and senior workers, which is constantly expanding, and great expertise in recruitment, we successfully find local or foreign specialists for both short- and long-term donor-funded projects. In addition, we also offer “end-to-end” recruitment services that can connect you with top talent for any position.
See also: Three professional recruitment solutions you should know about
Final word
Developing clear job advertisements, optimizing applicant sourcing, building talent pipelines, and efficiently assessing candidates are all part of improving your hiring process. Every step helps to make the hiring process more effective, profitable, and enjoyable for the hiring team as well as the applicants who will all benefit from a smooth recruitment procedure.
