Successful Streamlined Search Process

A successful search process is key to recruiting and keeping high performers. In today’s tight job market, it is imperative that employers use techniques to cut down on hiring times to avoid losing top talent to other job offers. But how do you find the right talent for your positions? The typical process can be lengthy by using hiring and staffing departments to fill a slate of candidates, sort and screen, interview and eventually offer the most qualified candidate the position. As an employer, you realize that you are making a considerable investment in new hires and streamlining the process may sound counterproductive. But if by streamlining the process, you zero in on the best in your business and offer the correct compensation in a timely manner, you will find that you’ll be able to fill those positions quickly with the right candidate at the right price. In this white paper, we are identifying eight key steps to make your next search successful and hopefully streamline the process.

Identify what actions and activities the new hire will be responsible for. Outline what the person will be doing in the position and his/her responsibility. A clear and concise job description & posting will allow candidates to quickly decide if they are qualified for the role and are interested in the company. Be proactive in making your job posting attractive and show benefit to the potential applicant. If you’re posting is too “fuzzy”, you’ll receive applicants who are not qualified and rule out those that are.
Identify what skills, experience and education are needed for the employee to be competent in the role. In the interview, test the candidate on the specific skills you’re looking for. These don’t have to be elaborate tests but should be meant to showcase their specific skills.
Identify how the person fits into the organizational structure. Take time to really think of what the ideal candidate would look like for your organization. Choose top talent that will fit your company culture and add to the personality of the role. Company culture is a very important way that employees can describe where they work. You’ll want to screen for those candidates who will add dimension to your culture but also encompass your mission, values, ethics, goals and work environment.
Identify compensation and benefits for the role. Pay better than your competition and offer quality benefits.
Establish an interview process that will give you a read on their skills (i.e. sales position may need to do a phone presentation or social dining experience) Interview the candidate in-person and/or with a panel of competent employees. Incorporate new techniques into the interview process that allow you to fully understand the scope of candidates’ experience. Try for holding and “interview week” for a position and get a commitment from hiring managers that the position will be filled if a qualified candidate is chosen. This streamlines the process and ensures you won’t lose a high performer to another job offer.
Create a value proposition for the candidate. Be the employer where people really matter and show candidates respect during the search process. You’ll need to exceed the competition in commitment to the hiring process, quick interview times and good compensation packages.
Check references. Good hiring practices are essential and conducting references check are a great way to get more information about candidates. Talk to a direct manager when possible, never any personal references and always ask open-ended questions.
Make your decision quickly. Execute a prompt interview process, which will allow you to choose the best candidate without losing the most talented by a delay the process. Use an evaluation method with a clearly defined system for measuring candidates and make the offer without delay.

“ Here’s a surprising trust about the job market, circa 2015: For the first time in a while, workers have the upper hand.” Rachel Emma Silverman, Wall Street Journal

Should you need additional information in this area, please contact a SESI recruiter.