The job market is weird right now. Top talent flies off the market, and more candidates are directly recruited from other companies than hired from direct applications. On the other side of that, companies are proceeding cautiously to make decisions about additional resources or new directions in times that feel uncertain.
Hiring is a multi-faceted experience. It’s an exciting opportunity to find the next great leader for your team, but it can also be tedious and filled with pressure – especially if you aren’t in a position that recruits candidates consistently. Move too slowly and you risk letting the right talent slip through the cracks, but move too quickly and you risk sacrificing quality – sometimes a bigger cost to your business and team.
Hiring the right amount of people in the right amount of time requires some nuance and experience, but even teams with less history under their belts can hire effectively. Here are our top tips for building a hiring process that’s efficient AND thorough.
- Start with a clear blueprint. Clearly define not only the accountabilities of the role, but what your ideal candidate looks like. Are they socializers who thrive on building relationships with clients? Or would the role be best filled by someone more analytical and reserved? There are many assessment tools, a personal favorite is Culture Index to build your ideal candidate’s profile and then hire candidates that match that profile.
- Use AI to your advantage (but cautiously). Just like all other sectors, AI can be beneficial in the hiring process, but you must commit to doing the human work, too. Use AI to create efficiencies for things that slow you down – pre-screening resumes, supporting candidate communication and auditing your job descriptions for subliminal biases.
- Involve the right people, and only the right people. Of course, everyone wants to be included in hiring the next member of the team – it has a direct impact on their day-to-day experience at work. But too many seats at the table slows the process down, taking time away from team members and potentially frustrating candidates who have been through too many rounds of interviews. Instead, involve your team on the front end by getting their input in the job description and accountabilities.
Creating a more efficient hiring process can help you attract better candidates, save you (and your team) time and enhance your brand. Review and refine your processes along the way and seek feedback from your team If you need help, reach out! Recruiters are a great resource not just for filling roles, but also for consulting on your process.