Does ‘hiring fast’ mean ‘hiring wrong’

Companies often face the challenge of scaling their workforce and hiring at pace to meet growing demands. Teams wait for months to get the budget signed off, then rush to get someone in as quickly as possible to take the ‘work weight’ off.

Speed in hiring should never come at the expense of quality, and with recruitment and on-costs racking up to as much as 40% of base salary, striking the right balance between pace and precision is crucial for maintaining organisational performance. With that in mind, here’s a short guide on how companies can achieve this balance.

Tips on hiring at pace the right way

Streamline your recruitment process

1. Define clear job descriptions and adverts

• Start with precise and detailed job descriptions. Clearly outline the skills, experience, and qualifications needed for the role and from there, create engaging, appealing job adverts. This helps attract candidates who are a better fit from the outset.

2. Embrace technology

• Leverage ATS (Applicant Tracking Systems) to manage applications efficiently. These systems can automate resume screening, schedule interviews, and track candidate progress, significantly reducing the time spent on administrative tasks.
• There are some really innovative ones out there, which include multimedia submissions. We recently used Workable.com to conduct a rapid internship recruitment process for a client, which included timed video interview submissions, psychometric assessments and aptitude tests all facilitated through the system.

3. Standardise interview processes

• Develop a structured interview process with a set of predefined questions for each role. This ensures consistency and fairness, allowing you to evaluate all candidates on the same criteria. It also ensures a process more in line with equality, diversity and inclusion aims and legal requirements.
• Consider the use of grouped assessment centres. Not only do they allow you to see multiple people in the same timeframe, but it gives you the chance to see how individuals behave in group scenarios and evaluate the dynamics of the team.
• Used skills-based, values-based and competency-based questions to get a complete picture of the individual through the lens of multiple assessors. Panel interviews also quicken the process, but can be difficult to organise at short notice.

Build a strong talent pipeline

1. Proactive sourcing

• Don’t wait for a vacancy to open up. Continuously build relationships with potential candidates through networking events, social media, and industry forums. Maintain a database of pre-qualified candidates who can be quickly mobilised when a position becomes available.

2. Employee referrals

• Encourage your employees to refer candidates. Referrals often result in faster hires and better cultural fit. Consider implementing a referral program with incentives to motivate your team.

3. Talent pools

• Create and nurture talent pools for various roles. Keep in touch with passive candidates who have shown interest in your company in the past, and periodically update them about new opportunities and company developments.

Leverage data and analytics

1. Predictive analytics

• Use data to identify the characteristics of successful employees in your organisation. Predictive analytics can help you target candidates who are more likely to excel in your company.
• For example, we use psychometrics for assessment with many of our clients who are looking to understand not only individual development areas, but group strengths and talent identifiers. Hogan, for example, have a group tool which can identify shared dynamics and potential derailer areas for teams.

2. Track metrics

• Monitor key recruitment metrics such as time-to-hire, cost-per-hire, and quality-of-hire. Regularly review these metrics to identify bottlenecks and areas for improvement in your hiring process.

3. Feedback loops

• Implement feedback loops where hiring managers and new hires provide insights on the recruitment process. This real-time feedback can help you refine and optimise your approach continuously.

Hiring at pace without compromising on quality is a delicate balancing act that requires careful planning, the right tools, and a strategic approach. By streamlining your recruitment process, building a robust talent pipeline and leveraging the data available to you, you can scale your workforce efficiently while maintaining high standards. Embrace these practices to ensure your organisation continues to thrive as it grows.

If you need assistance running rapid and highly effective recruitment processes, get in touch. We can tailor our services according to your precise needs to ensure positive outcomes for both your organisation and the candidates themselves, building on your reputation as an employer of choice.