3 simple steps to speed up your hiring process ??

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If you're going through a period of growth, you may find yourself recruiting for a new role and it can be challenging to define what you want. So how do you approach it?

Think carefully about your expectations and the impact you want this person to have.

What will their day to day responsibilities be? How will they fit in to your organisational structure? What's their reporting line? What are the ‘must have’ vs ‘nice to have’ experience (and be realistic)! What soft skills will they need to be a great fit with the existing team?

Talk it through and get it agreed by any other decision makers in the business. Get this stage right and you are guaranteed to iron out delays to the recruitment process later on.  

Many companies start the recruitment process thinking they know what they want and then change it as the process goes along... This results in wasted time interviewing and going back to the sourcing stage several times - delays which are easily avoided by ensuring everyone is aligned and expectations are clear at the beginning.

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Whatever size or stage your business is in, you need to make sure you agree a structured interview process that works for you and set time aside for it at the beginning.  

Consider how many stages the recruitment process should be. Who will need to be involved at each stage? What is their availability like? Will any of the interviews involve tasks (such as presentation / pitches)?

Note - most leading companies include some sort of task in their interview process. It is a great way of assessing a candidate's ability in a role play scenario.

Make sure you think about timelines. Is there anything that would block you making an offer if you find the right candidate? When do you need someone on board?

All of this information is key to ensuring the process runs smoothly.

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Not giving timely feedback is a main offender when it comes to delays in the recruitment process.

Candidates will inevitably drop out as they get other offers or lose interest, it can also be really damaging to your employer branding. The good news is it can be easily avoided with a little thought.

Make giving feedback easier for yourself by spending a little time preparing for interviews. Think about what quality questions you can ask that will spark a meaningful conversation, and allow you to dig deep into the candidate's experience and motivations.

This will in turn giving you the confidence to either say yes and move to the next stage / hire, or the ability to provide constructive feedback if the candidate is not right. This is so important for the candidate experience, and for realigning the search if needed.

Need a hand with streamlining your recruitment process?

At KinFitz & Co we will work in partnership with you to provide a bespoke interview process in order to save you time and maximise efficiency. Wherever you are in the world, if you'd like to speak to us about how we can add value to your business then let's have a chat: [email protected].