We get it – you want to be able to make a new hire and get on with your professional life. But unfortunately, that’s just not how things go. You have to be willing to invest time sourcing and interviewing candidates, and then training your new hire if you want them to be successful and ultimately help drive your franchise forward. Here are three tips to help you make a fantastic hiring decision without getting bogged down by the process.
Remember that technology is there to make your life easier
You don’t have to have a fancy applicant tracking system to improve your hiring process. Simply moving from paper to electronic job applications can make a world of difference. And tools like Excel or Google Spreadsheets can help keep you organized.
If you don’t have the budget to post to multiple (or any) job boards, utilize the tools that are already at your hand. For example, post your job description to social media sites like Facebook, LinkedIn, and Twitter. It’s free, so you have nothing to lose, and at the very least it’s a great way to get your company out there through a different medium.
Don’t waste your time interviewing every applicant
You don’t have time to interview every single person who applies for your open job, so don’t even try. Instead, create a system to help you decide which candidates have the qualifications to go through a phone interview. Hireology has something called a SmartRank Survey, which requires every job applicant to answer 10 true or false questions. Depending on how closely their answers match your desired ones, they are given a score. From there you are able to decide whether it is worth your while to phone screen them.
Once you’ve gone through the phone interviewing process, determine which candidates you would like to bring in for an in-person interview. At this point you really want to narrow down the pool, otherwise you’re going to be stuck sitting in interviews all day.
Always be recruiting
If there’s one thing you take away from this post, it should be this tip: Always be recruiting. Building your talent pool, even when you don’t have an open position helps to ensure you always have the best team. Whether someone decides to suddenly leave the company, or you have the budget to create a new role, rather than waiting weeks and weeks for one good candidate to come along, having a pool to draw from ensures that your hiring process in concise yet effective.
To learn even more about the role of technology in improving your hiring process, join our webinar on January 23rd!