How to Streamline Recruitment

A dictionary definition of ‘streamlining’ is to: “make (an organization or system) more efficient and effective by employing faster or simpler working methods.”

Since our expertise only falls within the screening and candidate assessment step of the recruitment process, we did a bit of extra research for advice on the rest of the process.

Turns out, there is no standard recruitment process. It depends on a lot of different factors, including: the industry, size of the company, position being hired for, and company culture. Basically: what works for one company may not work for another.

There are some obvious overlaps and the common trend we found to streamline your recruitment process, is to make use of technology where possible, and outsource what you can to experts.

Technology to streamline recruitment

The latest technological advancements are staggering. There are now a multitude of online tools and software that will help you streamline your recruitment process to get the top talent faster and more efficiently. Here are some examples that we found, sorted into various stages of the recruitment process:

Finding candidates

  • Tools that integrate job boards such as Indeed with social sites like LinkedIn can help you to find the right potential candidates.
  • Using social media sites like Twitter, Facebook and LinkedIn are not only great ways to learn more about candidates, they are also platforms to reach out with job openings.

Pre-screening, interviewing and candidate assessments

  • Pre-recorded video interviews give both the recruiter and candidate more flexibility in when they can watch/record the interview and how many tries they get.
  • Online interview guides that you can fill in during the interview means increased consistency for the candidate, no matter who is doing the interviewing that day. And increased consistency for the interviewing team because each candidate can then be compared using the same criteria (from the guide). And of course, all the information is digital so sharing, organizing, and comparing it is a breeze.

Onboarding

  • Digital onboarding paperwork will help to expedite the first day. There are tools that allow you to send the necessary paperwork to your new employee ahead of time and it allows them to digitally sign and return it to you. No more stacks of paperwork (hopefully)!

Other tools

  • Customer relationship manager (CRM) for managing candidates.
    • CRM’s are generally used on sales teams. If you’re not familiar with them here is the best definition we found: “CRM software consolidates customer information and documents into a single … database so business users can more easily access and manage it. The other main functions of this software include recording various …interactions (over email, phone calls, social media or other channels, depending on system capabilities), automating various workflow processes such as tasks, calendars and alerts, and giving managers the ability to track performance and productivity based on information logged within the system.”

If you’re serious about streamlining your recruitment process, explore the technology that was built to help.

Outsourcing to streamline recruitment

Outsource what makes sense for your organization. Usually, these are things that require an expert and/or will take less time when outsourced.

Finding candidates

  • If you’re looking to fill a very specific position with a unique skill set you might want to consider a headhunter or recruitment agency. They generally have larger networks of people and an “ear to the ground” for all things recruitment.

Pre-screening, interviewing and candidate assessments

  • Background screening and reference checks are something that should be outsourced to professionals. We can tell you that unless you have a highly skilled HR team already on the payroll, DIY screening can cost you more right off the bat. It’s also a good idea to have your well-structured background screening programs and policies as transparent to applicants as possible. This will help to attract top recruitment prospects and deter individuals with less than credible qualifications or intentions.

Onboarding

  • Outsourcing some of your onboarding to an IT consultant can get new hires up and running quickly. A consultant can set up special onboarding policies and checklists to make sure nothing falls through the cracks when it comes to setting up email accounts, computer stations, access to work drives etc.

Conclusion

The recruitment process at your company is unique but it can probably still be streamlined with a combination of technology and outsourcing policies.

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