HR TipsStrategic HR

How To Improve Your Hiring Efficiency With These 5 Tips

By November 29, 2020 No Comments

How To Improve Your Hiring Efficiency With These 5 Tips

 

What is hiring efficiency?

How To Improve Your Hiring Efficiency With These 5 Tips Whether it’s to replace a promoted or departing employee or to staff a new department it’s always better to keep your hiring efficiency at the highest level. Many times this is hard to until someone else points it out for you. Unfortunately, if you are a hiring manager or recruitment officer, it’s your job to recognize these issues and fix them yourself. You can’t just ask the executive team for insight, but for the most part you a e on your own. So, we've got five tips that you can do to help make your hiring practices more efficient. Non-traditional Interviews Many times, this is the way a typical interview will go: You enter the room. Around you, there’s several candidates. It’s hiring season, and you would love to get through the initial interview by doing a group interview of 5 or 6 applicants each. This, on its own, can be quite efficient. But there’s more you can do so you can get a wider reach of applicants for your company. Apparently, there are other people who could benefit from an online or phone call interview. For some people who could be living a few states away, getting through you via an online interview might be the best way for you to get the best applicant before the competition keeps them. Beware of the Sacred Cow Hunt This one isn’t just a problem in the HR department. Every employee from the executives to the front desk benefit from avoiding sacred cows. sacred cows are the pointless rituals you do that are better off scrapped. Below are the descriptions: ● Meeting Cow - doing too frequent meetings ● Paper Cow - signing, writing, or printing unnecessary paper documents ● Speed Cow - having too many deadlines It should be worth noting that sacred cows tend to be a bit harder to detect, especially if you are the one who set them up in the first place. However, a good analysis of your hiring approach will show you whether a particular step is vital or a sacred cow. Demonstrations of Abilities This one is obvious, but it has an extra, hidden bonus for the company. For one, a good test for demonstrating ability in many positions will help you decide if the new recruit can prove they can do what they talk about in their resume. This is great in most manufacturing jobs, but it also works in others, such as programming and hospitality. The other is the way potential applicants perceive your company before applying. Having education available to them before, can show them that they will be wasting their time if they apply in your company without knowing a thing. Interns Another important part of choosing good hires is to set up a good internship process. By having interns, you can cheaply train your own personnel into specialized positions despite their current lack of experience. By the time they reapply to your company for a job, they’ll know how the process works in your company and easily integrate with the corporate culture. This also helps you to know if someone is a good fit for your company’s culture. It gives you the opportunity to know if current employees could get along well with this person, or if they could be a nuisance for everyone. Ask Around Lastly, you should do what a good, self-respecting hiring manager or recruitment officer should do. One of the most important steps in your hiring process should be the interview between you and your own employees. Since they are the ones who work on the position you’re trying to fill, there’s no one else who knows better than them. When you do this, you should try to find out exactly what characteristics they are looking for in a new recruit. Answers may vary, but they will definitely appreciate it if you can find them someone that they think fits with the team. It won’t just increase team unity and productivity, it will also increase morale. All of these three are what really make your hiring process a success. Analysis is Key Now, following all these tips will never help if you do not work on analyzing every step of your hiring process. You might be doing many of these already, and are just missing a key part of the process. A good understanding of how every single part of your team and company works is always vital for a successful hiring practice.

 

Whether it’s to replace a promoted or departing employee or to staff a new department it’s always better to keep your hiring efficiency at the highest level. Many times this is hard until someone else points it out for you.

Unfortunately, if you are a hiring manager or recruitment officer, it’s your job to recognize these issues and fix them yourself. You can’t just ask the executive team for insight but for the most part, you can be on your own. So, we’ve got five tips that you can do to help make your hiring practices more efficient.

Non-traditional Interviews

Many times, this is the way a typical interview will go: You enter the room. Around you, there are several candidates. It’s hiring season, and you would love to get through the initial interview by doing a group interview of 5 or 6 applicants each. This, on its own, can be quite efficient. But there’s more you can do so you can get a wider reach of applicants for your company.

Apparently, there are other people who could benefit from an online or phone call interview. For some people who could be living a few states away, getting through you via an online interview might be the best way for you to get the best applicant before the competition keeps them.

Beware of the Sacred Cow Hunt

This one isn’t just a problem in the HR department. Every employee from the executives to the front desk benefit from avoiding sacred cows. sacred cows are the pointless rituals you do that are better off scrapped.

Below are the descriptions:

  • Meeting Cow – doing too frequent meetings
  • Paper Cow – signing, writing, or printing unnecessary paper documents
  • Speed Cow – having too many deadlines

It should be worth noting that sacred cows tend to be a bit harder to detect, especially if you are the one who set them up in the first place. However, a good analysis of your hiring approach will show you whether a particular step is vital or a sacred cow.

Demonstrations of Abilities

This one is obvious, but it has an extra, hidden bonus for the company. For one, a good test for demonstrating ability in many positions will help you decide if the new recruit can prove they can do what they talk about in their resume. This is great in most manufacturing jobs, but it also works in others, such as programming and hospitality.

The other is the way potential applicants perceive your company before applying. Having education available to them before can show them that they will be wasting their time if they apply to your company without knowing a thing. This helps improve hiring efficiency a great deal.

How Interns increase Hiring Effeciency?

Another important part of choosing good hires is to set up a good internship process. By having interns, you can cheaply train your own personnel into specialized positions despite their current lack of experience. By the time they reapply to your company for a job, they’ll know how the process works in your company and easily integrate with the corporate culture.

This also helps you to know if someone is a good fit for your company’s culture. It gives you the opportunity to know if current employees could get along well with this person, or if they could be a nuisance for everyone.

Ask Around

in order to improve hiring efficiency, you should do what a good, self-respecting hiring manager or recruitment officer should do. One of the most important steps in your hiring process should be the interview between you and your own employees. Since they are the ones who work on the position you’re trying to fill, there’s no one else who knows better than them.

When you do this, you should try to find out exactly what characteristics they are looking for in a new recruit. Answers may vary, but they will definitely appreciate it if you can find them someone that they think fits with the team. It won’t just increase team unity and productivity, it will also increase morale. All of these three are what really make your hiring process a success.

Analysis is Key

Now, following all these tips will never help if you do not work on analyzing every step of your hiring process. You might be doing many of these already, and are just missing a key part of the process. A good understanding of how every single part of your team and company works is always vital for a successful hiring practice.

Want to increase your hiring efficiency by conducting an advanced background check? Get a Quick Quote Now!