“We need someone in 3 weeks.”
If I had a $1 for every time I’ve heard this…..
But the recruitment process shouldn’t be compromised for the sake of speed and cutting corners isn’t the answer. However, there are a few points you can consider that will help reduce the time-to-hire.
Get buy-in
• Invite everyone involved in the hiring process to the kick-off meeting. Getting agreement from the outset avoids misunderstandings down the track.
• That’s a big wish list – identify the non-negotiable skills and hire for those, and bridge any knowledge gaps with post-hire training.
• If the budget doesn’t match the level of experience you’re seeking, what else can you offer? Professional development, clear career progression, flexible work arrangements (9-day fortnight!) etc can make a big difference in talent attraction.
• What’s your availability (and the other interviewers)? Agree and block out chunks of time upfront. This avoids scheduling chaos for multiple calendars and is quicker for the Recruiter to arrange.
• What do you hope to uncover in 5 rounds of interviews? With good preparation and support, you can narrow this down to two meaningful rounds and still ensure you hire the best fit.
• How soon can you make an offer and turn around the contract? A disorganised offer can often cost you your ideal candidate.
Faster hiring doesn’t mean cutting corners.
Invest time at the beginning of the process to determine, and agree on the exact skills needed. With every stakeholder on the same page, your Recruiter can craft the right message from the outset and decisions around suitability can be made a lot quicker.
Collaboration and coordination with all stakeholders will help you streamline the process, meaning new employees start quicker without sacrificing quality.
