Is Your Hiring Process as Good as It Should Be?

Is Your Hiring Process as Good as It Should Be? 600 399 Balance Point Team

No matter what kind of business you’re in, recruitment is vital to long-term success. However, many companies aren’t investing as much in their hiring process as they should.

In this article we illustrate the best methods for recruiting top talent for your business. Better employees mean a more stable foundation upon which to grow and thrive. If your hiring process isn’t as good as you’d like it to be, follow these tips to make it better.

Make a Hiring Process Flowchart

All too often, hiring managers take a rather casual approach to finding and interviewing new candidates. However, if you’re not locating the top talent you need, chances are you’re not focusing on the right tools.

Building a hiring process flowchart not only illustrates the various pitfalls you may face with recruiting, it simplifies things so that anyone can follow the chart and get the right candidate.

There are three steps to creating a hiring process flowchart: 

  • Documentation. Write down every part of the recruiting process, including the minor details and actions.
  • Identify Splits. Splits are when you’re faced with a decision. Does a candidate meet the necessary requirements? Does the candidate have more or less experience than you’d like? These are examples of questions that could create a split in the flowchart.
  • Illustrate Your Flow. Identify these trigger points and draw a flowchart with each one. You want to be detailed and thorough so that you don’t miss anything.

Ideally, once your flowchart is done, you should be able to follow it through until you’ve recruited the candidates you want. Simply figure out where you are in the chart and move forward based on the split decisions.

Include A Hiring Process Timeline

Another element to include in your flowchart is a timeline for recruitment. In some cases, you may have deadlines you need to meet. In others, you may be able to take more time to vet potential candidates.

One of your splits should be whether you are on a tight schedule or not. Write down how long each step should take under either circumstance. 

For example, if you need to fill three mid-level positions in two weeks, and your hiring process involves three interviews per candidate, then you can schedule them accordingly. 

Create An Evaluation Plan

Meeting with candidates is only the first step – next, you have to evaluate them. Here are some ways you can do that efficiently. 

  • Compare Notes – See how your first impressions compare with your colleagues who sat in on the interview.
  • Get Objective Feedback – Ask someone in management to evaluate a candidate based on your notes and the resume. See if your impression matches.
  • Come Up with New Questions – Chances are you didn’t find out everything you wanted to in the first interview. Write down any follow-ups you want to clarify.

Make a Hiring Process Checklist

Finally, to ensure that you don’t miss anything during recruitment, you should make a detailed checklist of everything you need to locate and hire candidates, and bring them up to speed. Break the list down into sections, such as: 

  •  Job Listing – What should be included, where to post, etc.
  • Candidate Selection – Which criteria must be met, cover letters, CVs, etc.
  • Interviewing – Set up interview times, cull any unqualified candidates, schedule second interviews
  • Onboarding – Paperwork, meeting the management team, training, etc.

Ideally, your checklist should match up with your flow chart so that you can make sure that you’re on track each step of the way.

Need Help Streamlining Your Hiring Process?

Because recruitment is such an integral part of your business, you should trust the professionals to ensure that it all runs smoothly. 

At Balance Point, we can help you develop reliable hiring practices so that you will always discover the top talent in your industry.

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