Creating A Seamless & Effective Hiring Process
Employees are one of the primary assets that secure an organisation’s future. This is why organisations strive to continuously improve their hiring process using advanced hiring and HR systems to attract the best talent. An average hiring process is expected to take at least 23 days and can vary depending on the industry and the job time.
When not appropriately streamlined, the hiring process can be resource-intensive and time-consuming, making it an expensive affair for organisations. Here are a few simple steps that can help an organisation create a seamless and effective hiring process for both the employer and the candidate.
Start With A Plan
This may sound basic, but one of the first steps to creating a seamless hiring process is planning it out with critical components in mind. Having a hiring plan before you get started takes a lot of ambiguity, guesswork, and expensive or time-consuming errors out of the equation. It would be best to outline the hiring process expected for each role, based on the expectations and how to assess candidates to filter out the best.
Depending on the job roles, plan the questions and quality or selection criteria that would work best within the hiring process. Knowing precisely what you want from a candidate for a job role makes hiring extremely efficient and hassle-free without sacrificing quality.
Conduct Phone Interviews and Video Calls
Generally, the quality of a candidate is clear during interviews, especially when they start adding substance to a normal conversation. So instead of directly calling them for a face-to-face physical interview, try to get an idea of the candidate through a phone or video call. You can first choose a candidate based on the details given on their resumes and filter those that you think have the relevant qualifications and experience to fit into the position.
Then as an initial screening procedure, conduct a phone interview or a short video call. This can help you assess and gauge a candidate’s confidence level and exposure to the industry and job role using simple questions. This strategy best identifies facial expressions and overall demeanour without being physically present for an interview.
Condense Interview And Assessment Rounds
One of the significant drawbacks of a traditional HR system is having too many interviews or assessments, which not only makes selection tedious and overwhelming but also exhausts the candidate. Remove unnecessary interview or assessment rounds- try to keep them as concise as possible. Precise, relevant, and well-designed interviews and assessments are a wonderful way to weed out the contenders from the pretenders in the hiring process.
Customised HR software can facilitate you to properly streamline the interviews or assessment process and help filter high-performing candidates based on the results or set selection criteria.
In addition, it is also best to reevaluate the team members who will meet and assess the candidates. Check if all of them are necessary. Or can some be combined to do more than one task, saving time for the rest to focus on other HR activities?
Automate Time-Consuming Repetitive Tasks
In a traditional hiring system, a large part of the process is based on repetitive but necessary tasks that consume a lot of time. However, with the advancement of cloud-based HR and payroll systems, almost all HR processes can be automated into a paperless system. So take time to analyse which stages or steps of the hiring process are tedious, inefficient or prone to errors, and automate them where possible. This makes the hiring process more efficient for the organisation and gives candidates a better hiring experience altogether.