Reviewing resumes and browsing through hundreds or even thousands of job applications can be a daunting task. Weeding out candidates who aren’t a good fit to determine the best people for the job is arguably the most important aspect when recruiting new talent. As a business leader, your recruitment processes should be efficient and effective.

Competition for hiring talent is becoming a faster process and increasingly competitive.. If you are not hiring quickly enough, it not only loses time and money within the business, it will also lose you great candidates.Hiring new talent for your organisation is an inevitable and critical part of being a business leader, hiring the right candidate can ultimately enhance work culture and help lead you to success.

So, how can you improve your hiring processes and make those all-important decisions that will lead your company to growth and success?

1.Define the hiring role

Before you begin to filter through job applications, the role in which you are about to advertise must first be defined. Jobs are either newly formed or recently vacated. In both cases it is important to prioritise a list of job requirements that you hope to find in a candidate, these are likely to include qualifications, characteristics and experience.

Not only do you need to define the role, you must also define who will be involved in the hiring process. It is normally beneficial to include other members of staff in the hiring process. It gives you an additional perspective and also greatly increases your odds of finding the best candidates for your business.

2. Make job descriptions desirable but accurate

Job descriptions are your first opportunity to connect with potential candidates. First impressions count and an effective job description that is engaging and inclusive can help you to keep those potential candidates interested. Your job description should act as a sales pitch using keywords that resonate with your target audience. Avoid using jargon as it will only annoy candidates and turn them away from your company.

3. Move as quickly and efficiently as possible

The job market is constantly changing, which leaves the employer very little time to snap up the best candidates. Strong candidates have the luxury to pick and choose the job offers they wish to take up, so it is very important that you move quickly and efficiently, before you lose them to a competitor.

On the other hand, it is always sensible to make sure you are confident abut your choice of candidate before officially giving them the job. Hiring someone that you thought would fit well only to find out they are not capable or enthusiastic about your company, will only lead to loss of money, resources and time.

4. Test Your Best Candidates

As previously mentioned, hiring the wrong candidate can lead to some serious repercussions for your company. In some cases, it may be unavoidable to make the wrong choice, a great CV and interview is enough to win you over and believe the employee will make a great fit. However, this is where testing your job applicants can become a valuable part of your hiring process. By testing candidates, it allows you to focus on the aptitudes you need in order for your business to succeed. A fair and unbiased test also allows you to measure each candidates’ skills, strengths and weaknesses and highlights how successful they will be in their new job role.

5. Keep an eye on your company reviews

The number of candidates searching for company reviews is rapidly increasing, which means as a business owner you can no longer hide or avoid them and unfortunately terrible reviews can be detrimental to your recruiting efforts.  A recent survey found that 1 in 3 workers declined a job offer primarily because of negative reviews. Although negative reviews are impossible to completely avoid, it is important that you are proactive in addressing and preventing them.

If you would like more information on how Proman can help you to streamline your hiring processes, reduce costs and improve efficiency, contact our dedicated account managers today.