By Dan Simmons
It’s no secret that we live in a candidate-driven market these days. Superstar candidates are at a premium, and those companies that can find a way to uncover them and hire them will be the ones that thrive during the coming labor shortage. Although you can’t create more candidates, there is one thing you can create—time. Time that you can use to assess whether or not a candidate is the right person, and time to hire candidates more quickly.
One way to do that is to streamline your interview process. Wasting time during the interview stage of your candidate search is the easiest way to miss out on a great hire, somebody who might bring incredible value to your company.
There are six key techniques for accomplishing this:
- Re-evaluate the job description after someone leaves. Most likely the role has “evolved” into something different than what it was previously. Make sure that the description is accurate and reflects the current needs of the company in every way.
- Circulate copies of the job description so that everybody is on the same page. If there are issues with the job description, get those worked out before beginning the search. Miscommunication is the surest way to derail any process.
- Conduct phone interviews to eliminate candidates. You don’t want to waste your time in face-to-face interviews with candidates you could have eliminated via phone interviews. To move the process along more quickly, schedule phone interviews during early morning or lunchtime so that work schedules do not have to be rearranged.
- Combine steps of the interview process. Instruct candidates to fill out an online application prior to the interview or e-mail the application and bring it with them to the interview. If testing is needed, have the candidates come a few minutes early instead of asking them to come back at a later date.
- Show everyone involved the advantage of keeping the process moving. Candidates now have multiple offers and if your interview process bogs down, you will lose top talent. Decide on a firm date you need someone employed and work backwards. Make sure to deal in specifics, not generalities.
- Become more “results-oriented” or “ability-oriented” in your job description. Utilize this approach instead of asking for X-amount of years of experience. These days, what a candidate did during their years of experience is more telling than how many years they’ve have.
Everybody knows the saying, “He who hesitates is lost.” Well, he (or she) who hesitates in this market can lose excellent candidates. Sometimes it’s easier to get the process rolling, but more difficult to bring that process to a close. Don’t hesitate to streamline your interview process with the steps outlined above. You’ll position yourself to hire more of the talent you need to take your company to the next level.
If you have any questions about this topic, feel free to contact me at firstname.lastname@example.org .
Daniel C. Simmons is a Certified Personnel Consultant who has been recruiting since 1991. Dan has won over twenty awards in the last decade with the Top Echelon Network, America’s leading placement network including Placer of the Year in 2009 & 2010.
Frequently Dan also is a recruiter trainer and has been featured at various Top Echelon Conventions and online as a speaker for various webinars. He has also been published in The Fordyce Letter the recruiting industry’s #1 magazine.
Is Your Company Looking for Great Candidates? Contact Dan Today!