First things first, recruitment can be a lot to put up with, and is definitely not easy. From finding the right talent from vast pools of candidates to setting the interview rounds in motion – it can be a whole lot on a plate. What employers don’t realize is that the more they are spending time on recruiting, the less they’re keeping their focus on their products – something that can be tricky to handle in the long term.
#1 Identify Seasons of Hiring
Given the value of recruitment for a business, it’s always a good call to hire based on long-term goals. These include bringing in skilled individuals who can contribute to the overall success, as well as reflect endurance. However, in order to do so, it’s important for the employer to identify the opportune time for hiring, pinpoint the specific expertise they’re looking for. For beginners, discerning the seasons and the skills of applicants can be confusing at first, but with time things will eventually make more sense. Similarly, your staff comes at a price that can be accountable for upto 50% of your gross revenue, so in case you want to leverage more control on the finances, you can always decide whether to hire full-time employees or contractors.
Quick Revealing Signs That Foretell You Need To Hire:
- Your staff are getting worked up and overtime on a regular basis
- Routine tasks are delayed almost every time
- Your team is struggling to keep up with past standards of customer engagement/satisfaction.
- Your team break times are becoming shorter
- Your team needs to upskill themselves, but are failing
- You’re having the resources and finances to expand your team.
#2 Establishing recruitment pipelines
For new business owners, getting your business ready to make its first hiring comprises a lot of legal work – from state laws to regulations. That way your enterprise is covered for all the protocols to ensure that you receive impeccable work done by your new recruits, employees, and future joiners. Just like every other task that’s done from scratch, this may require a lot of groundwork like understanding tax requirements, selecting the right contracts, working on provisions, etc.
#3 Be aware of the hiring arsenal for your business
It’s astounding what these little hacks for hire can do for you when you’re recruiting double-time. Therefore you need to choose your arsenal of tools that can get you through such tricky times, like:
- Get lined up for online job portals that post job opportunities for job seekers, such as AngelList, etc.
- Apart from just being limited to websites, you can also sign up for social media platforms like LinkedIn that can be leveraged as a powerful recruitment tool.
- Otherwise, if you like to keep it low-profile, you can even tweak your own website to host your open positions there. It can only work if your website has considerable traffic and people are aware that you’re hiring.
#4 Curate detailed job descriptions
Even if you’re not a popular business, you can still get the top talent, if you’re able to convey what exactly you’re looking for. The more clarity in your job description details, the higher the chances for your opening to stand out for job seekers. Some of the basic details that can enhance your job description are:
- Represents the USP of your business
- Demonstrates in detail your ideal candidate’s skills, expertise, qualifications, experience, etc
- Comprises a glimpse of the daily responsibilities carried out by the role
- Clearly describes the application process
- Elaborates on any special perks, benefits that may be received by the chosen candidate.
#5 Shortlisting Applicants
Perhaps among the most overwhelming tasks in the process of recruitment, it goes beyond just matching the details on the paper. Most candidates may not make the apparent benchmarks of qualifying such as missing a cover letter, failing to provide experience details, etc. But with time, you’d grow to discern that certain candidates’ resumes reflects their proficiency in their field and make them apt for the next round.
#6 Interviewing and Decision Making
The ABCs of any interview process is to understand the skills, personality, and culture of a candidate. Therefore, it’s not only about the answers of the candidates that matter in the end, but also the motivation behind them. Sometimes even the simplest questions reveal ominous signs in your interviewee to realize if they’re competent enough for the role. Also remember, recruitment can feel like a race, the one who makes the first moves have more chances to get the best candidates, so be on-guard for front-runners. If you get them, do not hesitate in pulling them into your team.
#7 Begin Onboarding with Agreements
The core to any successful association is the mutually-agreed principles. That includes salary negotiations, employee agreements, project file confidentiality, non-disclosure agreements, workplace rules, etc. It’s always best to ensure that the details are clear for both parties before proceeding further. Hurrying such a vital step can backfire at any given time for your business as well as create a lot of disruption. So take your time to walk them through these as it can help your employees to be more aligned with your company vision.
Final Word
The elaborate recruitment process may seem like overkill at times, but remember it’ll all add up in the end. Sometimes, employers get caught up in debating various approaches to recruitment, when in reality, there are many ways in getting the right candidature and making your employees engaged. One of such methods can be the use of automated recruitment tools that can take care of the manual processes in no time so that you can stay ahead of the game. Some of these are:
They’re a great way to introduce you to creating the right application forms for all your openings with the help of their questionnaire templates. Their detailed questionnaire templates are completely customizable for all your roles and candidates.
One of the most prominent full-scale talent management platforms out there, they deliver everything from job description guides to onboarding checklists. They’re also trusted by numerous employers worldwide, so you know that they’re reliable.
A complete cloud-based HR platform to cater to all your recruitment needs, they’re for companies that need everything (HR to administrative support). Their specialists can look out for all your business needs, based on the industry and size of your company.
However, if you’re keen on a full-scale recruitment platform, we’d suggest checking out PYPA Hire. They deliver a dynamic suite of powerful features that can be your new destination for everything recruitment and onboarding. Under beta testing, you can sign up for an early release too and explore their features.
