Trying to fill an open role with exactly the right employee can be a daunting task. One thing that can make the process less overwhelming is by honing how you recruit prospective candidates. If your goal is to shape up your hiring systems, we have seven tips to help you streamline your recruitment process.
Establish a precise understanding of what you’re looking for…
The first step you’ll want to take when recruiting for an open role is to fully understand what you want for that position. Is someone who’s good at communication a must-have? Do you prefer a person with C++ skills? By knowing exactly what you’re looking for, you’ll be better able not only to find the right candidate for the job, but also to filter out early those who may not suit the role.
…but remain flexible
On the other hand, you don’t want to be too rigid in your definition of the role. While there may be some traits and skills a position can’t do without, that won’t always be the case. Perhaps someone doesn’t have the preferred C++ skills, but they bring everything else to the table and more — including the ability to learn programming languages quickly. Keeping an open mind about candidates will mean you won’t miss out on a potential perfect fit.
Keep the job posting clear and concise
According to one study that used eye-tracking software to track people’s reading of job postings, candidates spend about 14 seconds reading a post, and the bottom one-third is often not read at all. That means you have a short amount of time to convey what a job is and attract the right applicants. Craft a job listing that’s clear, concise, and tells the readers just what they need and want to know. And make sure the most important information is said early.
Be transparent about company culture and job expectations
No one wants to go into an interview, only to find it’s not at all what they thought — and vice versa, no one wants to hold an interview with someone who doesn’t want the reality of the role. Whether your company is fast-paced or calm, or whether the role is highly repetitive or constantly changing, candidates should have at least a good idea of the company culture and job expectations. This way, no one will waste their time on applications and interviews only to realize it isn’t a good match.
Make your listing mobile-friendly
In 2020, mobile job applicants surpassed desktop, with 61% of applications coming from mobile. So, in 2023, it’s important to ensure your postings are easy to read and to fill out on a phone or tablet. Go through the posts yourself on various devices to see how they look, and fix any potential formatting issues. Having a mobile-friendly application will help you better reach that majority of people you otherwise may have missed out on.
Set realistic timeframes for candidates, and be responsive
Applying for a job is stressful enough, without the added anxiety that comes from waiting to hear a yes or a no. It can take time to go through several applicants, but don’t allow top talent to slip away because you took too long to respond. Be communicative with candidates and set expectations on what the timeframe will look like — which will help everyone be prepared for the next steps.
Utilize third-party assistance
Sometimes, assistance is needed to streamline your recruitment process, and third parties can be useful for finding and managing applicants. For example, ClimbTalent is a platform that helps connect graduates of skills-based career training programs to companies looking for untapped pools of tech talent, from data science to software engineering and beyond. Figure out what you’re looking for, and what type of help you need, to determine the service that would be the most beneficial to you.
