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There is no doubt that the recruitment process is time-consuming. These days, the chances are that every job advertisement will attract dozens, sometimes hundreds, of applications. These have to be reviewed and whittled down. Each promising candidate has to be checked, interviewed, and tested. Fortunately, there are plenty of ways to streamline things.
Carry out Your Initial Background Checks Online
It only takes a few minutes to perform an online background check. The best services even provide you with a simple criminal records check. These online services are a great way to narrow down your pool of potential employees.
Use the Applicant’s Online Presence to Guide You
You can find out a lot about people by looking at their social media accounts. If an applicant has included links to theirs, start there first.
Create a Screening Survey
If you carry out the application process online, which is the most efficient approach, create a screening survey. You want to recruit people who really want to work for you. Before applying, they should have done a little research to find out about your company, your culture, and what you do. Any potential candidates who cannot answer a few simple questions related to these matters are not likely to make good employees. So, create survey questions that relate to what your company does, your values, and how you work.
Ask for a Cover Letter
Ask each candidate to provide a cover letter that explains why they think they’re applying. This is old-fashioned, but it’s actually a very fast and effective way to narrow down the candidate pool.
Read Their Resume
Take a look at the first half page of their resume. You’ll soon know if they’re who you’re looking for. Their most important skills and achievements will be included on the front page if they’ve created their resume properly. The best candidates will have worked out what your company is looking for and demonstrate that they can provide it.
Look at Their Track Record
Take a look at how long they’ve stayed in previous roles. You don’t want to hire someone who has never spent more than nine months working for other companies. Chances are they’ll leave you very quickly too.
Make Sure They Follow Instructions
When creating your job advertisement, include a specific instruction. For example, tell applicants to put their date of birth and address in italics. Shuffle those candidates who don’t follow that instruction to the bottom of the pile.
Attention to detail is a quality you should be looking for in all of your employees. If they can’t follow a simple instruction when filling out their application, they’re unlikely to be willing and able to do so on the job.
Take Recommendations
If someone has been recommended to you by a person you trust, focus on those applicants first. Chances are they’ll be good. Very few people will recommend someone for a job without being very sure of them. After all, it’s their reputation that will be on the line.
