Hiring speed is one of the most important metrics when it comes to recruiting candidates for a position but is often sacrificed on the altar of quality.
Of course, quality is an important metric but at the hiring stage, quality can become a mirage and will not be fully evident until a candidate has fully settled into a role.
Therefore, it is of utmost importance that, speed should also be considered alongside quality when it comes to the hiring process.
What are the detriments of a slow recruitment process?
Failing to do this might cost an organization exceptional candidates because of the drag of the hiring process. Such candidates usually seek out opportunities with other companies and would have settled in before getting invited for a final interview stage with the “quality-seeking” organization.
A delay in the hiring speed of companies does not only make them lose out on exceptional candidates, it also gives off the impression that an organization is riddled with bureacracies, bottlenecks and undue process.
This might also be perceived by the candidate as the same way in which the company handles promotions, incentives, training approvals and other employee-focused activities.
The recruitment delay may also create doubts in the heart of the candidate about being the first choice of the organization to fill that role.
Another disadvantage of slow hiring is increased costs in terms of compensation of the candidate. This is especially true for experienced hires who have stayed in one job for a long time and cannot quantify their actual value in the market.
Delaying the recruitment process will therefore ensure that they have time to research the market by applying for other jobs and getting other offers. Therefore, if the candidate was willing to accept a particular amount for the role which is lower than the market average, it will no longer be possible due to their newly acquired knowledge.
A slow recruitment process also tends to damage the external employer’s brand image and can chase away potentially exceptional hires.
With the advent of the internet, it has become increasingly easy for anyone to write a review about a company on sites like Nairaland including information about its recruitment process and general candidate experience.
Potential hires might turn to the internet to make an indepth research about a company before sending an application for the role and might stumble on that writeup and immediately decide not to apply.
How do you improve hiring speed to avoid negative consequences?
There are 3 major steps to ensure that you cut the down the process of the hiring cycle.
1. Assign a team to handle recruitment: most companies have a two-step process when it comes to hiring. The first few stages are usually outsourced to a recruitment company while the final stages are handled by an internal team. Merging the processes and delegating it to be handled by a team within the organization will ensure that the recruitment time is cut down by half. The process will become more simplified when they are delegated team members that are put on a strict time schedule and monitored to meet it. This will reduce the possibility of communication problems and blame game in relation to the issue.
2. Assign roles to each team member: After a team has been assembled to see a recruitment process through, make sure that specific duties are assigned to each team member. For example, one team member can be assigned to screening resumes, while another can be a part of the interview panel, and so on. Defining the process will ensure that there is no confusion in the team which will, otherwise, cost the company time and money.
3. Think outside the box: There exist a lot of articles on the internet about the top interview questions that should be expected by a job candidate. This goes to say that a majority of candidates that come for your interview are used to giving the same generic answer to the same generic questions. They might be good on paper, but if no targeted questions are asked that will give an indication of their skill competence for the role, your company may make a hiring mistake. You should also asks questions that seek to test the teachability, flexibility, and work ethic of the candidate.
Incorporating the 3 steps above into your recruitment process will not only ensure that you get the best candidates to fill roles in your company but will ensure that they are happy and fulfilled working for you and ultimately project the right image for your company.
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