5 critical steps for an efficient hiring process by Clem Onojeghuo on Unsplash
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5 critical steps for an efficient hiring process

These are the 5 critical steps that guide your hiring process for recruiting employees best suited for your organization.

On the outside, hiring may seem like the most natural (and easy) part of running your business. After all, you only have to write a job description, float it on various job portals, shortlist relevant applications, interview candidates, and select the ones that fit right.

Isn’t hiring simple? Unfortunately, such is not the case. Making the right hiring decisions are of paramount importance for any business. A wrong hire may lead to employment termination and cause loss of time, resources, and opportunities to the business.

And it doesn’t matter how justifiable and well-documented a termination is; the company could end up in wrongful lawsuits, lead to bad reviews, and a negative impact on the brand image. A streamlined hiring process ensures that the business prevents itself from getting into such uncalled consequences. 

For starters, a typical hiring process should be ethical, fair, and accurate. At SpringVerify, our mission is to reduce the efforts of the hiring team at every company and help them find the right employees – quickly and fairly.

Adding to that, let us discuss these 5 critical steps in the hiring landscape:

1. Get a hiring strategy in place

A CareerBuilder survey revealed that 82% of professionals expect employers to clarify the timeline for the hiring process and keep them updated throughout when they apply for a job. Usually, that is not the scenario given the short deadlines the HR teams work on.

The hiring process should not be so rushed that it ends up compromising the quality of candidates selected. Create a proper strategy and set timelines against each activity – whether it includes writing job descriptions, posting on job portals, interviewing, or following up with applicants. 

2. Draft accurate job descriptions

In all likelihood, for most job seekers, the first impression of your company will be your job description. Consider this as the stepping stone that shortens the distance between having a job opening and hiring someone perfect.

An ideal job description should include all the necessary functions of the job. It should broadly comprise three points:

  • Specify the roles and responsibilities of the jobholder and how they fit into the company as a whole
  • Provide information about the education, skill sets, training and knowledge required to do that job
  • Clarify the relationship between the jobholder and other teams in the company

3. Find the right sourcing platforms

Armed with a precise job description, start looking for platforms to find the most suitable talent. In this digital age, there is no shortage of options. 

Set aside a budget for the hiring process so that you can decide if paid advertisements in newspapers, running Facebook or LinkedIn PPC campaigns or a recruitment drive via word-of-mouth makes more sense. 

The options span from traditional job boards and databases, networking websites like AngelList, social media to referrals from within the team, and the network. 

The decision also depends on how soon you are required to close the hiring process. Best is to use a combination of methods to gain access to a larger pool of qualified applicants.

4. Screen of candidates

Once the applications start rolling in, you should understand that not every candidate has the acceptable levels of competencies required. Assessment tools help in identifying the aptitude among applicants quickly.

SpringVerify, for instance, works to make the employee verification process seamless for both the company and employee. Companies conducting background verification on their employees must be mindful of the verification laws in that country.  

Tools like SpringRole can help job seekers set up verified resumes on the blockchain that showcase their work experience and achievements accurately. 

“One bad hire creates a domino effect giving rise to more bad hires, costing the company thousands to millions of dollars.”

Tony Heish, CEO of Zappos

5. Prepare for interviews

Shortlisted candidates should be ideally interviewed by an HR professional and the manager of the team for whom the hiring is being made. Don’t involve too many employees in the process unless it is a panel interview, or it’s required.

Bad interviews turn off candidates. Don’t push away a qualified applicant because of an inefficient process.

Over to you

Remember to document the hiring process for future purposes. Treat all candidates equally, and each of them should adhere to the same standards and undergo the same process. 

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