How We Helped A Business To Hire A Permanent Position In Under 3 Weeks …

Are you fed up with the hiring challenges, giving you a headache or even stress? Slow hiring or unable to hire talent can have a damaging effect. This can cause bad team morale if understaffed, therefore lower productivity and revenue loss.

In today’s highly competitive market most businesses are hiring for similar skill-sets, understandably tech roles are taking longer to fill. Glassdoor’s study found that 76% of hiring decision-makers said attracting quality candidates is their biggest challenge. For this reason, it is crucial that you increase your chances of hiring elsewhere.

A key area is to have a smooth hiring process which potential candidates know from the start. Your business needs to define the processes in place, or unfortunately, your competitors will beat you to the talent and miss out on superstars. Time is key to people and from experience working with my clients of all sizes, I would suggest no more than 3 stages (2 interviews + technical exercise).

Some key questions you need to consider during the interview process to tackle the competitive nature:

·        How can your business stand out?

·        How quickly can you actually proceed with candidates?

·        Do your recruiters/ agency suppliers know the ins and outs of your business, the key selling points and benefits?

·        Do hiring managers understand why the potential candidate is interested in joining the company?

A process that worked great when we filled a DevOps Engineer role (in under 3 weeks!):

1.      Attending an agency recruitment day each year

2.      Agency telephone job briefing

3.      Feedback within 24 hours

4.      1st stage telephone interview

5.      2nd stage – face to face (split into two to meet various team members)

6.      Offer – on the day

Here are some tips, which has worked great with our clients when hiring:

The client invests time with its recruiters/ suppliers

·        Hold job briefing calls/ agency recruitment days

·        Provide content/ marketing documents

Benefits:

·        Recruiters know the business/ current and upcoming projects – which can be a great selling point (for example if the firm using the latest tech stack, for example, Azure)

·        Recruiters fully understand the job brief – saving you time by not receiving unsuitable cvs’

·        Attract talent quicker

·        Free marketing about your employer (even for unsubmitted candidates)

Quick feedback

·        Turnround feedback ASAP - ideally within 3 days

·        Arrange interviews ASAP

·        Offer candidates

Benefits:

·        Keep candidates interested

·        Not losing candidates to your competitors

I am not going to say hiring is easy as it does have its troubles, although there are many ways to improve the recruitment processes; from candidate attraction to onboarding. At Parker B Associates, we are constantly looking to improve, and we have created a job qualifying document to help businesses attract talent. Email me at ben.parker@parkerbassociates if you would like a copy.

Stay safe.

Ben Parker

Founder & Managing Director

Parker B Associates

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