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Optimising Your Hiring Process – A Short Guide

Without a proper plan in place, the hiring process can be very long and drawn out, often resulting in a very high candidate dropout rate.

Optimising your hiring process could make a whole world of difference to the candidate experience, your team’s experience, and your employer brand.

Our team have put together some key tips to help you get the most out of your recruitment process.

The impact of effective job descriptions/adverts

Job adverts/job descriptions will likely be one of the first touchpoints a candidate has in the hiring process.

Effectively written job descriptions and adverts can make your role more appealing and make potential candidates more compelled to apply for your position.

How can you make an effective job description?

  • Give a good overview of your company culture, interests, and values
  • List 5-6 primary role responsibilities and scope for project work (don’t forget the role USPs!)
  • List the 5-6 main hard and soft skills required to be successful in this role
  • Give potential candidates a sneak peek into the way employees are rewarded and the overall benefits they can expect working with your company

Planning the interview process

The longer an interview process is, the more likely you are to miss out on good candidates, whether that’s through them receiving offers elsewhere or losing interest in the role/hiring process.

Before defining the interview process, ask yourselves:

  • What key skills do we need to assess?
  • Who needs to be involved?
  • What’s the most effective way to do this?
  • Can we consolidate any of the interviews to make the process shorter?

Basic interview structure

There’s no one size fits all approach when it comes to planning the interview process, but here’s what we’d recommend:

  1. A basic overview – Within this interview, you’ll want to gain a better understanding of their skills, knowledge, and experience. From this, you’ll know if they should be progressed to the next stage or if they aren’t the right fit for this role.
  • Hard/Soft skills interview – This can be anything from a technical test, task, or competency-based interview probing further into the hard/soft skills needed to succeed in this role.
  • Culture-focussed interview – Once you’ve assessed if someone could do the role, you should also make sure they’ll be the right cultural fit or cultural add for your company. Ideally, this will be with members of your team. This could take the form of an informal chat or competency-based interview assessing the softer skills.

Identify any bottlenecks

The last thing you need during your hiring process is to find out there are bottlenecks you hadn’t accounted for.

Whether that’s the application sifting, screening, interview, offer, or post-offer processes, knowing where the bottlenecks lie will help you be better prepared to allocate appropriate timings for each of the stages or give you the information needed to look at optimising processes elsewhere.

Why is this important for your hiring process?

Taking the time to design your hiring process clearly and effectively will not only make it a more straightforward process for potential candidates but will also make it easier for your team to make time for recruitment and choosing a successful candidate.

Unless you are working in recruitment, it won’t be your or your team’s primary focus. So, the more effective the process is, the less of their time is needed/being used towards recruitment.

Not sure where to start?

Here at Identify solutions, our team are specialists in all aspects of the recruitment process, and as a part of our Talent Partner solution, we’ll work with you to make the most out of your hiring processes.

For more information, get in touch with our team today to arrange a free consultation, and see how we can help you.

Identify Solutions
📧   info@identifysolutions.co.uk
📞   +44 (0) 2080 514777 – London
📞  +44 (0) 2920 021050 – Cardiff

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