How to Build an Efficient Recruitment Process

How to Build an Efficient Recruitment Process

Finding and keeping exceptional employees is an important element of running a successful company. Having top-notch and dedicated talents on your team can help you stir the wheel towards growth by completing high-quality output on time, bringing in fresh ideas to the table, and innovating to create more value for your customers and clients. However, qualified staff can be difficult to locate and keep. This is why you need to have an effective and efficient recruitment process in place.

By implementing an effective recruitment process, businesses may reduce the expense of hiring employees and even help lower employee turnover. Let’s take a deep dive on how to build an efficient recruitment process that locates top talent and keeps them.

What makes an efficient recruitment process?

Simply put, an effective recruitment process involves having foolproof and no nonsense procedures for hiring candidates. The proven recruitment process should be able to help you locate suitable candidates fast and efficiently, allowing you to save time and money.

The hiring process should be streamlined in a way that each employee gets the tools and information they need to know even on the onset of the process. However, this is not a one-way street. On the other hand, the manager or head looking for talent should experience as little disruption as possible even though the hiring process is ongoing.

If a manager is in charge of conducting interviews, for example, the recruiter or HR manager should make the process easier by providing the manager with a printed résumé and background information on the employee before the interview begins. A candidate should also be informed of the whole interview schedule by the recruiter or HR manager so that they are not left in the dark regarding the next steps in the process.

Benefits of an efficient recruitment process

1. Locate and hire top talents

If you move quickly to hire high-quality prospects, you'll have a better chance of keeping their attention. Consequently, if the procedure takes longer, they may be unsatisfied and inclined to look at other companies.

Remember that usually, candidates apply to more than one job during their job search. Chances are, they’ll be more likely to accept the first offer as they don’t want to pass on the opportunity or let the company wait any longer.

If you’re pursuing a top talent, also keep in mind that you’re not the only recruiter who’s wanting to hire them. So, it pays to be fast and be the first to hand them the offer without compromising the verification process, of course.

In case you’re wondering about the standard length of the recruitment process, there’s a poll conducted of more than 3,000 job seekers and 100 employers. Based on the results, 92 percent of organisations "make an offer within a week of the interview process.

2. Save on hiring and other costs

The progress of a project stalls or slows down each passing day waiting for a new hire to join your team. That means you’re also losing valuable time and money. By being proactive in employing new staff, you speed up the completion of a project, thereby boosting your company's performance and profitability.

Also, when you have an efficient recruitment process, you’re able to help lower your organisation's cost-per-hire.

3. Frees up some time for HR and managers

If every human resources department has an effective recruitment process in place, they’ll be able to devote more time to training both new and existing staff. For instance, you can create employee engagement and performance programs that will yield long-term results by concentrating on learning and development.

As mentioned earlier, managers who are involved in the interviews and candidate selection will also experience minimal disruption to their day-to-day tasks if the process is quick and effective.

Elements of an effective recruitment process

1. Leverage automation tools

As much as possible, automate the hiring process to save time. For instance, you can use an application tracking system (ATS). You can also automate where you publish job advertisements, keep track of how many people apply, and filter profiles to identify the best candidates. You'll be able to spend more time building relationships with potential hires now that you've saved so much time thanks to automation.

2. Establish an employee referral program

Your employees can be the best job advertisement you’ll ever have. Each employee has some form of network whether from university or former jobs. That means they may know someone who fits your requirements. Leverage that by creating an employee referral program.

An employee referral program will make your staff feel involved in the hiring process. If they’re a satisfied employee, they'll be more enthusiastic about spreading the news about the opening, and they'll more likely refer you to more qualified prospects. Employers who tap into their employees' networks have access to a tenfold greater talent pool from which to recruit.

3. Apply marketing and brand principles

It's a two-way street when it comes to recruiting. Candidates spend time presenting their experience and skills with potential employers, and your company should do the same in attracting talent. Amplify your message on platforms where they spend the most time and demonstrate why they should work for you.

You may do so by applying marketing principles to the recruiting process. Raise brand awareness in your industry and efficiently promote your job listings through channels you know will reach potential candidates. Consider building informative and interesting careers pages for your company, as well as writing attractive job descriptions that strike the mark with prospects in your sector and urge them to follow up with your organisation.

Also, consider your business's mission and values. Are they prominently visible on your website and social media pages? It's critical to build a great digital brand because potential candidates will most likely search for your firm online.

4. Make decisions based on data

Invest in a thorough data analytics system to determine how many people applied for a job, how many were interviewed, and where the best prospects came from, among other things. Reflecting on the hiring process with each new hire will help improve it over time.

5. Be involved in the onboarding process

Don’t just leave your applicants hanging once you’ve hired them to avoid last minute drop outs. An effective recruitment process involves providing onboarding and ongoing support that will help improve employee retention, reducing hiring costs in the long run.

The most efficient process: Hire top talents with Tech Consultants

Have you got no time to optimise your hiring process? Leave the recruitment process in the hands of capable consultants who can find the best talents for you from Australia and over the world.

Tech Consultants offer flexible recruitment solutions, so you can find the best employees while saving time on the hiring process and allowing you to focus on what you have to do. Whether you need permanent resourcing or contract management, we’ve got you covered.

We place qualified candidates across a variety of industries including banking, insurance, superannuation, telecom, government agencies, and more. Tell us your requirements and we’ll help look for the best employees with the right skill sets for you. We’re also looking to hire more executive resources, test and project managers, digital media experts, and software, DevOps and testing engineers.

Contact us today and let’s find the best talent for you.

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