The need for speed in 21st Century Recruitment

The need for speed in 21st Century Recruitment

This is the first article in this month’s series on ‘Effi­ci­en­cies in Recruitment”. More articles will be published throughout the month, and the full series can be found at monarc­hper­sonnel.­com.

Does your business need to speed up its recruitment strategy to bring it into the 21st Century? Could your processes be more proactive?

Being proactive builds efficiencies in recruitment, and is essential for the success of any recruitment campaign, particularly in a candidate-driven marketplace. This means recruiters must act quickly throughout the process. The phrase, “snooze you lose” is certainly appropriate here!

Why is it so important to be proactive in the recruitment process?

At Monarch Personnel we make sure we meet our own efficiency standards by processing applications quickly. This doesn’t impact the quality of our work. We know that recruitment is time-consuming for companies but by making the recruitment process fast and effective, hirers will be repaid in time over and over again.

To hire an ideal candidate it is essential that the recruiter secures their commitment quickly. Speed is of the essence, as long as it is used effectively as part of a robust recruitment strategy.

Tips for proactive and speedy recruitment

Secure budget sign-off

Before starting any search for new staff, make sure the budget is officially signed off, preferably in writing or through a company’s purchase order system, if appropriate. Verbal agreements and crossed fingers could lead to a huge waste of time!

Be organised

From the outset have clear timescales in place. If other members of staff are involved make sure they commit their availa­bility. Give candidates sufficient notice; remember, it’s not all about you! Candidates have commitments too.

Communicate regularly and clearly

In all commu­nica­tions be accurate and clear. Be prepared to respond to any queries from candidates or agencies quickly, don’t keep them waiting for answers. This is unpro­fes­sional and will prolong the process unne­ces­sarily. Keep candidates or agencies updated with any developments or delays.

Be selective about candidates

Only bring ideal candidates into the process as ‘also rans’ will eat into your time and possibly your will to live!

Use technology

Personality profiling and the use of AI in video interviews sort the wheat from the chaff in the early stages which will save you time further down the line.

Use your network

Ask peers, stakeholders and senior employees if there is anyone in their circles who may be suitable for a role.

Check references

Checking references early in the process could save wasted time on interviews and assessments. Finding out that someone is unsuitable at the point of offering them the job is a little like shutting the gate after the horse has bolted!

Nominate a point of contact

Appoint someone within the business to be responsible for the entire process and therefore the main point of contact for candidates and agencies. This avoids breakdowns in commu­nica­tion and gives a clear message to candidates about who is managing the process.

Keep the process simple

If you have a five stage recruitment process you are in danger of losing strong candidates along the way. Condense the stages down to whatever is absolutely necessary to find the right candidate, using as few members of staff as possible. Again, using technology can really help here.

Make a speedy decision

The decision maker should assess candidates immediately the selection process ends. Again, if this means coordinating diaries, do so in advance. As soon as the decision is made, the selected candidate should be offered the job straight away. Any delays reflect badly on the company and gives time for the candidate to find alternative employment at a more decisive, proactive company!

Complete the paperwork quickly

The candidate should receive a written offer within 24 hours of accepting a position. Any delays will make the candidate nervous and risk them being swiped away by another company. Contracts, which should be checked for accuracy and spelling, should be promptly emailed as well as posted.

Look out for the next article

The second article in our November series on Efficiencies in Recruitment will be published next Wednesday, November 10th, in which we will explore the efficiencies that candidates are looking for.

In the meantime, if you would like to learn more about Monarch Personnel, you can read our latest articles by signing up for our newsletter. You can also follow us on our social media channels: LinkedInTwitter & Facebook, or visit our website www.­monarc­hper­sonnel.­com.

Posted in Help & advice and tagged #EfficientRecruitment #SpeedyRecruitment #SkillShortage on