How to Streamline Your Recruitment Process

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Monday, November 28, 2016

Recruitment can be a costly and lengthy process for many businesses, so how do you make it more streamlined while still delivering great results?

Article 5 Minutes

Finding and securing new talent with the right skill set can be a challenging process, which can cost businesses a great deal of both money and time. Research from Robert Half found that, on average, HR directors are spending just under 28 days (27.59) on finding staff to fill positions in their organization.

Streamlining your recruitment process can limit both of these, as well as reducing stress levels for those involved.

According to Robert Half, the recruiting of new employees can be broken down into six stages, which all take more than four days for in-house to complete. The study found that looking at CVs took 5.19 days, and companies spent 4.77 days interviewing applicants, while testing skills took the least amount of time with just 4.18 days being spent on this aspect of the process.

But how can you reduce the amount of time and money you are spending on recruitment?

Make the most of tech

The internet has substantially grown the talent pool for many businesses, which means you have much more people to choose from, but can also make identifying the right candidate a lengthy task. However, there is software and tools out there that can help you filter bigger databases. This makes it easier to identify people based on their previous experience, education level, age, and many other factors that may be important when it comes to hiring a new recruit.

This not only allows you to find candidates with the right skills, it also makes it easier to identify those that will fit well in your company culture. Of course, it can take a little while to figure out what tech will help your recruitment process the most, but this initial time investment will play dividends in the long run.

Tkae a look at our how-to guide for recruitment in the digital age.

Create an interview form

Interviews are an incredibly important part of the process as you need to determine whether their character will mesh well with your company, while also checking that everything matches up from their application. With interviews taking over an hour, people can often become fatigued, which can skew the process or lead to it becoming much longer. By creating an online form you can ensure that each interview follows a template and you can even use a simple grading system to rate employees on certain pre-determined aspects that are important. As it's online, this can then be shared with relevant people instantly, rather than having to have a meeting to discuss all of the candidates.

Improve skill testing

Most companies require a certain element of skill testing at some point in the recruitment process, but many are still doing it at their workplace. Instead, send applicants a test to complete, which they have to do within an specific amount of time. You can then go through the results in your own time. You could also rank each section, giving them a mark at the end, and filter candidates out that don't hit a certain benchmark.

If you are in a more practical industry, this can be difficult, but you can use augmented reality software to test their experience or even survey them to assess their basic knowledge level.

This can also be a good way to understand whether or not they share the same values that are at the core of the company.

Use your network

When it comes to finding the right candidate, your network and that of your staff can be worth its weight in gold. Having a candidate that someone is willing to vouch for and recommend can significantly boost their chance of success. Whether they know them professionally or personally, few people are willing to stick their neck out for someone who they don't think is the perfect fit for the job. Of course, you should still interview others if you're unsure, but headhunting can be a fantastic way to reduce the amount of time you spend on recruitment.

Focus your efforts

Whether you are advertising on social media or via online recruitment pages, it's wise to limit your options. Many people now use LinkedIn to find talent and this is a really clever way of finding the exact skills you need. You can use keywords to filter potential candidates and identify the people who are most likely to perform for you. Of course, you'll still need to conduct at least one interview to see whether these skills hold-up in person and whether they have the right personality to fit into your work culture, but it can save you a lot of time.

Pass it on

Once you have a recruitment process that works for your company, make sure you train others in the basic principles and best practice. This means that you don't have to rely on one or two team members to interview new candidates, which can mean massive delays if they are busy or away. Instead, you'll have a great pool of people who can interview and recommend people for the roles advertised. For large companies, it's a good idea to have a couple of professionals from each department who have experience in the company but also know what its core values are. This not only engages the people already working there with the person joining them, but gives you a better chance of finding someone that has the skills you really need and will fit into the culture.

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