Interviewing too many candidates for an open position can slow down the process.
IT recruiters and hiring managers have two basic goals for their hiring processes: to hire fast and to hire well. Both of these goals are important to just about every company, although companies have differing views on which one of the two is more important and how to best go about achieving hiring goals.
Hiring Fast or Hiring Well: Which is Better?
Those who favor hiring fast reason that the company needs help, and it needs help now. For every week, every month that an open IT position is not filled, the company may be losing thousands of dollars in revenue, incentives for beating deadlines, or may even lose other staff members who feel stressed and overworked and decide to leave for greener pastures.
On the other hand, those who think quality of hiring is more important are probably aware that every bad IT hire costs the company thousands of dollars in wasted HR and training time, as well as time and money that will need to be spent to go through the hiring process all over again.
How to Hire Fast and Well
The truth is, both sides make some very valid points about the realities of today's IT hiring situation. Both hiring fast and hiring well are important, but it often doesn't seem like both can be accomplished at the same time. According to some hiring experts, however, there are ways to hire both fast and well.
Find out where the talent is. This is an ongoing process that should start long before the position is open. By spending some time building your company's talent network, social media contacts, etc., you will have a pool of interested candidates to draw from every time you have an open position. Even smaller companies can build talent networks if they make themselves visible both at face-to-face venues like conferences and online.
Limit the number of candidates interviewed. Another big mistake companies make is interviewing too many candidates, many of which can be identified as unqualified long before they are interviewed. By interviewing only the best few candidates,
Vet top candidates before the job offer. By having candidates give references at the first interview, hiring managers can begin checking them as the hiring process proceeds, avoiding a wait of several days between the job offer and beginning the onboarding process. Hiring staff can further vet candidates by checking social media pages so that they get a broader sense of whether a candidate will be a good cultural fit and has the soft skills necessary to do the job. Checking out a candidate's background will help make quicker decisions and avoid losing talent to a competitor.
An automated, streamlined onboarding process can make hiring several days faster, on average.
Automate as much of the onboarding process as possible. A one-time investment in software and training can save loads of time for every hire moving forward, which will pay huge dividends in productivity.
Use recruiting services whenever possible. With more hands on deck, all the necessary hiring tasks can be completed faster and more efficiently. GDH Consulting offers various recruiting services to help in the hiring process.