Here is how you can balance finding the right person for the role while reducing disruption to the business:
Understand what the right candidate looks like
The first critical part of the process is to develop a clear understanding of what the right candidate looks like in terms of their skills, experience and personality.
It’s essential to have a good understanding of key characteristics a candidate needs in order to be successful in the role, including the traits that will make them a good culture fit. Spend some time talking to the hiring manager and ask them about any current employees in the same role that are performing well. This can help you gain an understanding of any perceived benefits and challenges that come with the role, so you’re able to source candidates that will be a good fit.
Create clear job descriptions
An inaccurate or unclear job description is a common issue that can delay your sourcing process.
Ambiguity can create a need for additional communication, if applicants need clarification from you on the role’s requirements or details. Additionally, this may cause unqualified candidates to apply due to the lack of clarity in the job description. Evaluating candidates that don’t match the role’s requirements can take additional time out of your work week.
Use innovative recruiting technology
Many time-consuming tasks of the sourcing process can now be automated using software programs.
For example, instead of manually performing the lengthy selection process, applications will rank candidates in order depending on how many of the key skills and other keywords match your criteria for that role. This is particularly helpful if you receive a high volume of applications for a role.
Additionally, using an Applicant Tracking System will enable you to keep good candidates on record. This will allow you to quickly find and approach them in the future regarding other open roles you need to fill.
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Develop an employee referral program
According to Forbes, referrals are the leading source of superior candidates for 88% of employers. Current employees understand the business and company culture, so they are more likely to refer someone who would be a good fit.
Offering a referral incentive will encourage employees to think about people in their network that have the skills to do the job. Referred employees can also reduce turnover, especially if incentives are given after the referred employee is employed for a certain amount of time. This works well in industries or positions with a history of high turnover.
Use video interviews
The full process of arranging times for interviews, candidates booking time off work, and scheduling the interview can be a major challenge.
One solution is to incorporate video into the interview process. Whether live or recorded, using video can cut down the amount of time it takes to complete the interview process.
- With recorded videos, the applicant can complete the interview at a time convenient for them, and their answers can be shared with relevant stakeholders to help select the best candidate for the role.
- With live video interviews, this allows for greater scheduling flexibility and can help move the recruiting process along.
Have a good sourcing pipeline in place
For areas with a high employee turnover, you should establish a sourcing pipeline so that you already have potential candidates lined up when a position becomes vacant.
Make sure that you use a mix of different channels to source candidates so you have a better chance of finding the right person for the role.
Alternatively, consider recruiting internally. There may be candidates ready to move into the role, and it can be much quicker to transition an internal employee’s position than go through the external recruiting process.
Use more than one sourcing channel
For specialist roles, instead of only using generic job sites, try using sourcing channels that target the types of roles you’re looking to fill. Use social channels to ask your connections if they know anybody that is suitable for your vacant role. Referred candidates usually tend to be a better fit and you can trust your connections to suggest quality candidates they have worked with in the past.
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