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5 Ways To Accelerate Your Hiring Process

5 Ways To Accelerate Your Hiring Process

The hiring process in many companies can drag on for weeks or even months in an attempt to find the perfect candidate. However, a lengthy hiring process can slow down your company’s progress significantly. While it is important to take your time to hire the right candidate, a long hiring process can cause you to lose focus and make candidates lose interest in the position.

In this post, we’ll show you how to accelerate your hiring process without compromising on quality.

Create an accurate job description

First of all, you need to define exactly who your ideal candidate is. It is important to think about what kinds of skills, experiences, and personal attributes you’d like the new hire to have. You need to identify which soft skills, qualifications, and past experiences will be necessary for success in the role.

While qualifications, experience and skills should strongly inform your decision to hire someone, make sure to prioritize their personal attributes as well. Once you’ve identified the ideal candidate, write an accurate and detailed job description so that potential candidates will be able to read about the position and make a well-informed decision as to whether or not it would be a good fit for them. It is essential to include specific details about personal attributes and soft skills in order to attract the right kind of candidate.

In order to help you identify how you would like a new hire to communicate, manage others, and receive direction, try taking our Position Assessment. Quick and easy to complete, the assessment will help to define the kind of attributes that will be essential to the role.

Interview a small number of candidates

A common mistake that hiring managers make is interviewing too many candidates. You may receive piles of high quality resumes, but this doesn’t mean that you should interview everyone or even half of those who submitted one. It’s important to strictly filter and identify the candidates who will be the most suitable for the role.

Interviewing fewer but higher quality candidates will not just save you time, but will also allow you to get to know potential employees on a deeper level.

It is important to use the interview stage as a way of understanding how potential employees will behave in different situations that may occur on the job. Spending more time on fewer candidates will allow you to use a set of performance-based questions in order to see how potential candidates would react on the spot.

Going beyond the resume, qualifications, skill set, and experiences that a candidate has will allow you to focus more on their soft skills, such as their ability to communicate, ways of handling conflict, and preferred management style – all of which will determine if they are a good fit for the role.

A thorough but selective approach to the interview stage will not only allow you to accelerate your hiring process but will mean you’re spending more time on getting to know the candidates who are best suited for the role.

Include your team in the hiring process

The hiring process should be a collaborative team effort; one person in the company shouldn’t be responsible for making all of the hiring decisions. Before taking on a new employee, sit down with the rest of the team and talk about what kind of candidate would be an ideal fit for the role. Understand where there are gaps in the workforce and where certain skills and abilities are needed the most.

Talking with other team members will allow you to understand what kinds of attributes are necessary for a candidate to be successful in the role. In order to truly accelerate the hiring process – try promoting internally. Hiring from within your team is a low-risk option that increases the likelihood that an individual is a good fit for the role. It is also more likely that someone who already has an understanding of the company’s unique culture will fit in easier.

Collaborating with your team is key to understanding where the gaps in your organization lie and how to fill them. Once you are sure of what your team’s needs are, it will be easier to identify the right candidate for the role, whether they are already in your organization or not – in the end speeding up the hiring process.

Make an attractive offer to candidates

As an employer, it’s essential to be in tune with what candidates want out of a position at your organization. Employees expect to be properly incentivized and fairly compensated. In fact, 42% of America’s workforce consider pay to be the most important factor when considering possible jobs. Work-life balance is also a priority, with 21% of workers placing it as the most important factor in their decision.

Offering career development opportunities to your employees will attract the right kind of candidate and save you time in the long run. If employees aren’t learning new skills and broadening their horizons, they can lose interest and become less invested in your company. Being clear about what your company offers to new hires will attract a larger number of high-quality candidates. If potential employees feel that they will be valued by your organization, they will not only be more likely to apply, but will also be more motivated to accept an offer. Giving reasons for candidates to accept a job offer from your organization will accelerate the hiring process.

How Work Style assessments can help to accelerate your hiring process

Work StyleTM assessments are a quick and effective way of identifying which candidates will be the best fit for the role. The 8-minute assessment will identify a candidate’s unique set of behaviors, talents, leadership skills, and areas for development. Once you understand every candidates’ Work Style, you’ll be in a better position to make a well-informed decision as to whether or not a candidate will be a good fit for the role. Implementing Work Style methodology will accelerate your hiring process and will make sure that you hire the right person the first time, saving you both time and money.

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