5 WAYS TO SPEED UP YOUR HIRING PROCESS.

Hiring technology professionals can be a complex and time-consuming process. Working with a skilled tech recruiter will alleviate a large amount of the workload and stress, but in today's competitive job market, you need to move fast to secure the most in-demand talent.

Here are 5 ways that hiring managers can speed up the recruitment process:

1. GOOD COMMUNICATION WITH A RECRUITER:

Communicating effectively with your recruiter is crucial when hiring a technical candidate. If you clearly communicate your requirements, expectations, and timeline, your recruiter will be able to match you with the right candidates and ensure a smoother hiring process. Additionally, swift communication helps your recruiter quickly address any concerns or questions that may arise, preventing miscommunications and misunderstandings, and maintaining a positive relationship between the hiring company and the candidate.?

The key to finding the right candidate for your technical team and ensuring a successful hiring experience is maintaining open and frequent communication with your recruiter. Ask your recruiter to create a Microsoft Teams or Slack channel for everyone involved in the recruiting process. Feedback and communication will be fully visible to all parties involved. Besides email/slack communication, it's a good idea to schedule a weekly 10-minute call with your recruiter to discuss all aspects of the recruitment process.?

2.??????????????INTERVIEW PLANNING

Good interview planning is critical when looking to secure a skilled candidate. Consider giving your recruiter access to the hiring manager’s diary, for planning interviews via calendly (or a similar platform).??

Have backup interviewers available that can carry out the interview in case of last-minute unavailability. This solution will only work if the backup interviewer is fully aware of the job requirements and team culture etc. You must also fully trust the opinion of your backup, otherwise, this will be just another stage to the interview process.

Pre-book provisional second-stage interview slots with your recruiter, so you are ready to move quickly should the first-stage interview go really well.?

3.??????????????SWIFT INTERVIEW FEEDBACK

Your recruiter needs swift and constructive feedback after an interview to ensure a successful hiring process. This feedback helps your recruiter understand how the interview went, what strengths and weaknesses the candidate demonstrated, and how well they aligned with the job requirements and expectations.?

This information is crucial in helping your recruiter make informed decisions about future candidates and in providing valuable feedback to the candidate, allowing them to improve their skills and increase their chances of success in future interviews.??

Providing timely and honest feedback also helps your recruiter to maintain a positive relationship with the candidate and to better understand your needs and preferences as a hiring company. By ensuring that your recruiter is well-informed and able to communicate effectively with the candidate, you can improve the quality of the talent being sourced and increase your chances of finding the right fit for your technical team.

4.??????????????REDUCED INTERVIEW STAGES

Having too many stages in the recruitment process, such as multiple rounds of interviews, technical assessments, and reference checks, can be time-consuming and reduce the pool of candidates. Streamline the recruitment process by focusing on the essential stages that are necessary to make an informed hiring decision.

While technical testing can be useful in evaluating a candidate's technical abilities, it can also be time-consuming and may not accurately reflect a candidate's skills. Additionally, avoid assigning candidates 'take-home' assignments to further delay the process.?

Consider equipping your recruiter with a portfolio requirements list, so candidates can attend interviews with the relevant examples that can provide a better indication of their technical skills than technical tests alone.

5.??????????????SWIFT DECISION MAKING

Hiring managers who take too long to make a hiring decision can miss out on top talent. To avoid this, establish a clear timeline for the recruitment process and stick to it as closely as possible. This will help ensure that you make a timely and informed decision.?

There are many hiring managers who reject a candidate prematurely after an interview because they are not 100% certain. It's almost as if they're always concerned that there might be a better candidate out there, when in reality, they interview four more candidates only to realize that the one they rejected was in fact the best. It is impossible to be 100% certain that a candidate will be a success. Decisions must be made with an expected level of uncertainty and risk acceptance.

We hope that this blog has provided you with a few actionable tips that you can implement into your hiring process to help you secure your next tech hire. If you are looking for support to grow your tech team, contact one of our consultants for an informal discussion. You can also use our online salary calculator to help budget for your future hires.?

We wish you the best of luck!?

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