Focus on Tightening your Recruitment and Selection Process

A stagnant recruitment and selection process can stall your company’s progress, growth and not to mention the large sum of money which is associated with recruitment. Regardless of the position that you require to fill, optimising the process is vital. Every employee which you bring on board who does not work out becomes a bigger liability than you might have imagined.
Many companies report more than 40% lost time to recruit and train another worker as a result of a bad hire. This statistic only emphasises the importance of optimising and streamlining your recruitment and selection process.

A top tip to ensuring that your hiring process is efficient and effective is to make it the heart of your HR department’s focus. Finding, hiring and retaining your perfect candidate, no matter the position is essential in building a workplace culture that attracts full-time, high quality candidates.
As you refine and tailor your recruitment process to attract the best candidates, you may find that it becomes increasingly self-sustainable. If you match this with your team’s commitment and focus and you will have built a strong, workforce for years to come.

How can you optimise your Recruitment and hiring process?

1. Define the position and who you will need to fill it:

To do this, review and audit the needs of the position, before reaching out to candidates and advertising your job. A good way to do this is to evaluate the performance of previous employees in the role. This will allow you to gauge whether or not the current approach is effective. Look at previous job specifications, this will allow you potential to find a better way of presenting job expectations, and roles to candidates. This helps to eliminate any misunderstandings from the start, as well as helping to enhance and build the workplace culture.

2. Ask Straightforward and Relevant Questions:

Sometimes, hiring managers add hypothetical questions which serve no purpose in the interview, apart from disorientating the candidate.

Don’t do this!

These types of questions do not enhance your knowledge or help you in anyway. Instead, focus your questions on getting to know the candidate’s experience, knowledge, work ethic and behaviours. This will give you an idea on whether they will fit in on a personal level within the company.

3. Test the Applicants

It’s easy for candidates to be confident that they have the required skills to perform at a high level. However, if they don’t have the necessary competency for one reason or another, this can prove costly to the company. Not only will your company incur a large cost, but a loss of mention time. Another tip is to design a basic test to access the necessary skills which you are asking candidates to complete. This will allow you to evaluate whether or not they require any additional training.

4. Develop a hiring/selection panel

As you proceed deeper into the hiring process, additional opinions become critical as this allows multiple perspectives on candidates. When selecting your panel, only choose managers and other senior staff with who the candidate will interact and engage with. Since your selection panel will be working with the successful candidate it is crucial, they respond well to the successful candidate.

5. Build a workplace culture that attracts high quality workers:

To build a workplace culture that promotes high quality workers, you have to market yourselves as the best company to work for. Offering competitive salaries, good benefits and perks which attract the highest candidates, are good ways to do this. Furthermore, once the candidates are in your business, you need to retain staff and develop your reputation. By creating a healthy working environment which allows employees to thrive, you’re building a sustainable future for your company.