If you are a business leader, you’ve probably heard the advice “hire slow and fire fast.” There may be some justifications for this approach, it makes no sense for today’s fast-paced business world. Nevertheless, in reality, hiring slow will cost you money and top talent. Before adopting this approach, consider the logic of streamline your hiring process to be fast, quick and swift.
If your company is slow to hire, you are probably trying to avoid bad hires. The fear of making a wrong hiring decision is real and understandable. Hiring mistakes are costly. However, operating short staffed may be worst. That can be costly, painful and distracting, requiring managers to do three times the work. The longer the hiring process drags on the greater chances are for making mistakes. It can be a vicious cycle.
If you can eliminate fear from the process, you can move fast to make offers to the best candidates. With qualified talent in short supply, you need to hire quickly and effectively. This may require collaboration and help from external staffing experts. An expert staffing firm can offer you a talent pipeline, better interviewing methods and greater accountability.
It is important to find a staffing partner that understands your expectations and will move with speed and accuracy. Streamlining your hiring methods will promote rapid decision-making and liberate managers to hire sooner. Free your managers from the shackles of the fear associated with bad hires. Encourage managers to be fast to hire, quick to inspire and swift to hold people accountable. That is called leading and that’s what you want managers to do.
Start streamlining your hiring process by considering
these tips for streamlining your hiring process.
Review and updated all job descriptions for each position in every department. You will ready when a position opens.
Build your referral network and work social media to get the word out that you have an open position.
Review all resumes promptly avoiding the paperwork bottlenecks. Identify all job openings and candidates to prioritize the hiring process.
Thoroughly screen all candidates carefully first on paper and then by phone or video, before you consider scheduling in-person interviews.
Provide recruitment training for all people involved in the hiring decisions.
Always check and review references to avoid any last minute surprises.
Once you've decided on a candidate, move quickly and make an honest offer. Don’t waste any time, if they are a good hire other companies probably do as well.