Finding the right person for a role within your company can be one of the most time consuming and stressful tasks when you are a business owner. From creating the job description, to finding potential employees, to then having to go through the interview process, it is no surprise that many managers dread having to recruit new people. However, what if we told you that it doesn’t have to be as complicated as you think?
There is a wide range of skilled and talented individuals out there and finding them and making them one of the team can be made much less challenging by changing how you do things. So, with that in mind, here are seven ways to make your recruitment process less stressful.
Update Your Job Postings
If you are in a rush to fill a job vacancy, you may be tempted to rush your advertising process and simply re-use an old job posting. However, if you want to find the best candidates for the job, you should create a new job description for each role you have. While this may take you more time at first, it can save you time later in the recruitment process.
Remember that job postings should be clear, accurate, and attractive. If you want the best person for the job, you need to offer a great role. Being honest about the vacancy you have available will make the process easier, and less stressful for everyone involved.
Allow For an Easy Application Process
As a rule, prospective employees don’t want to spend hours filling out an application that is both exhausting and long. Applications are usually just about filling out basic information and attaching a copy of a resume so that you can look at their work experience and skills in your own time. Research has found that application forms that take longer than 10 minutes to fill out have a dropout rate of 20%. Therefore, if you don’t have an easy application process, you could be missing out on the cream of the crop when it comes to potential recruits.
Get Help from the Experts
It is also important to state that recruitment isn’t for everyone. Even some of the best CEOs in the world struggle to have the time and patience to go through an often long winded and complicated recruitment process. This has led to many companies turning to human resources outsourcing providers such as G&A Partners. By using outsourcers for recruitment, you can save your time by allowing the professionals to find the best candidates for the job, so you simply interview them and decide whether they fit the role. This can considerably cut down the sometimes-painstaking process, while saving you time and money.
While you may have an idea in your head of the type of person that you are looking for to fill the role you have available, by letting this affect your judgement, you could be limiting your business growth and development. For example, if the role you are filling has always been completed by a female member of the team, you may automatically dismiss any male applicants. Instead, you should try to ignore preconceived ideas and judgements that you have made and focus solely on what an individual can bring to the team. By being a more inclusive company, including in your recruitment process, you can widen your applicants and attract more talent.
Use Structured Interview Questions
No matter how much experience you have interviewing potential recruits, it can sometimes be difficult to know what the best questions are to ask to find out everything you can about a person. Therefore, we recommend that you use structured interview questions that not only help you learn more about what the individual is capable of, but also if they would be a good fit for the culture of your company.
Yet, you need to give interviewees an opportunity to show you what they are capable of, and by asking the right questions, they are much more likely to give the right answers. Failing to conduct an interview in the right way can be a huge waste of both your time and theirs. So, by sticking to structured interview questions, you can fairly compare the different applicants for the same role and have a clearer idea of an employee’s performance. A consistent set of interview questions makes for an equal playing field for all applicants.
If you are recruiting for more than one job at a time, things can quickly become chaotic and disorganized. From remembering which applicants have applied for which role, to keeping on track of what days you have interviews booked in, there can be a lot of things to stay on top of. Therefore, it is important that you keep yourself organized and keep a note of each step of the process.
For example, you could make the most of the online calendar apps that are freely available and allow you to schedule interviews and keep them all in one place so that you can assess what you have on at the start of each day. This saves you the time and hassle of having to book each interview in yourself at a convenient time and instead you can use plug-in calendar apps that show potential interviewees what slots you have available.
Mix Up Your Recruitment Platforms
If you are a bit old school, then you likely stick to some of the more traditional recruitment platforms. However, if you want to get a diverse range of talented applicants, you need to use different sources in which to find them. Social media has become an increasingly popular way to gain access to some of the best individuals in your industry. The use of platforms such as LinkedIn is a good example. You could also get your current employees involved in social recruiting to help make the most of their professional networks too.
By updating your recruitment process and using the top tips we have provided, you can transform how you recruit within your business and benefit from some of the most talented individuals in your industry.