How to Hire Fast and Right to Sustain and Supercharge Growth

A critical element for keeping a business moving forward and successful is to hire and train a group of employees as quickly and efficiently as possible. But getting the right people to work for your business requires more than just creating a job listing.

To ensure your business is successful long-term and that you’re able to attract the right group of talent, you’ll need to integrate a variety of strategies throughout your entire recruitment cycle.

While this may involve a bit of extra work on the part of your HR teams and supporting workflows, the benefits it brings can mean the difference between stagnation and long-term business success.

The Benefits of Getting Your Hiring Efforts Right

When you view your hiring processes as a critical element of your business success rather than just “filling a spot” in your org chart, you can bring a number of benefits to your organization. Some of these include:

• Avoiding Expensive HR Delays: When a role takes too long to get filled, it can create a significant drain on an HR team’s productivity. Not only that, but there could be a number of missed opportunities for the business without adequate staffing in place. If your hiring processes are more efficient, this means you’ll avoid these expensive HR delays and avoid having your teams burn out.
• Minimizing the Operational Impact of Bad Hires: Hiring the wrong individuals doesn’t just mean you have to go back to the well to find a replacement; you’ll also be wasting all the resources you recently expended to hire those original employees in the first place. One wrong hiring decision can cause significant disruptions and could even hurt your brand reputation if you’re not careful.
• Maintaining a Competitive Advantage: Taking the time to perfect your hiring processes can give you a significant advantage, especially in highly competitive industries. When you have a well-trained, professional team that’s passionate about what they do and the company they work for, it means you’re able to innovate faster and outperform similar businesses in the industry.

Effective Strategies for Improving Your Hiring Efforts From Start to Finish

If you’re looking to improve your hiring efforts but are not sure how to start, below are several effective strategies you can use throughout your entire recruitment lifecycle:

Pre-Hiring Preparations

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Define Your Needs

Even though you may already have a title in mind when you start planning a new recruitment round, you really want to spend enough time thoroughly analyzing your business needs.

To get started with this process, it’s really important not to just think of each role you create as a title and specific duties. You want to consider exactly how this person will bring more value to your business, breaking down what the short- and long-term goals are for the person filling the spot.

An effective strategy for getting this description right is to interview some of the staff members who will be working directly with this individual. Gain a genuine insight into the types of gaps that need to be filled in the department and the qualities required to help individuals and the teams they’ll be working with thrive.

This will likely require a particular combination of hard and soft skills, but can also have a significant impact on “cultural fit.” Even someone with a great skill set may bring the whole team down if they’re not someone who can work well in a team environment.

Optimize Your Employer Branding

The reputation you have as an employer can make a significant impact on your recruiting efforts. Most candidates will do their due diligence on the companies they apply to, and when you are well-known for having strong values and treating your employees with respect, it will go a long way.

Ensure that when you begin your recruitment efforts, you proudly showcase your culture for others to see. Similar to the way you might list your own property after a successful home renovation project, make sure to highlight all the features of your business and demonstrate why you’re the optimal choice for new candidates looking for their next career move.

Share testimonials from current or past employees, and proudly display and reference positive employer reviews you received in the past. Also, make sure the language you use in your job descriptions is designed to be more welcoming of individuals from all different backgrounds. This can make your business less intimidating and more likely to attract additional candidates.

Establish a Streamlined Hiring Process

Once you have your brand messaging optimized, you can start focusing on creating a more streamlined hiring process. It’s essential to create a process that’s as smooth as possible while outlining details in a clear and efficient manner. This makes sure candidates don’t have to guess when it comes to how the onboarding process works and know what’s expected of them before, during, and after their interview.

To ensure this process is as easy for everyone as possible, define each step in your recruitment process, from when someone submits an application to when you extend an offer. It’s important to have clear timelines in place for all of the supporting processes to keep your recruitment stages on track.

One way you can keep things more organized is by investing in an Applicant Tracking System (ATS). This software helps you to keep all of your job posts and applicants grouped efficiently, helping your HR teams screen all applicants and manage all necessary communications. 

Expedite Your Candidate Sourcing and Screening Processes

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Diversify Your Candidate Sourcing

A big part of securing the best talent is knowing where to look. If you’re only listing your job posting in a couple of places and hoping for the best, you’re not casting a wide enough net to reach the most qualified individuals.

While there, listing your job postings on popular career websites is always a good start, you should also utilize the professional network you already have. This includes leveraging social media sites like LinkedIn as well as tapping into your own employees’ networks and encouraging them to encourage their friends or past colleagues to apply to open positions.

Outside of this approach, you can also find potential candidates by attending industry trade shows or partnering with local colleges or academic programs. These are other great ways to give your business a steady stream of potential job candidates that you can tap into if and when traditional job boards aren’t giving you the results you’d hoped for.

Screen Applicants More Efficiently

As you start to bring in more applications, your next priority should be having an effective screening process in place. Just like when you’re vetting a home renovation expert for a project, the more time and effort you put into this process, the better your overall results will be.

When trying to create a thorough applicant vetting process, adding technology to the mix can be a game-changer. There is a wide variety of AI-powered tools that can automatically analyze resumes and cover letters while shortlisting the best potential candidates on your behalf.

Leverage this level of automation and efficiency, which means you’re able to spend less time scanning resumes and more time interviewing candidates and planning offers. After you’ve successfully shortlisted job candidates, your next goal should be to arrange short, structured phone calls to help filter your shortlist even further.

After candidates have passed their initial phone screening, you can then consider asking for a short aptitude or personality assessment that aligns with the role you’re looking to fill. All of these screening processes give you a much higher chance of making the right hiring decision.

Mastering the Interview and Onboarding Process

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Structured Interviewing Techniques

One of the most important elements of your recruitment process is to have a structured interviewing process in place. Many times, hiring managers may choose to have their own interview style or hiring process. While there’s nothing wrong with incorporating extra personality into an interview, it’s much more effective to have a consistent, structured interview process for all your job candidates.

There are many proven techniques HR teams can use to get the most out of their candidate interviews. For starters, using the STAR method, which involves asking for a Situation, Task, Action, and Result, can help to learn much more about a candidate. This helps you to move past generic “yes” or “no” questions and can help you to gauge how well a candidate can think on their feet.

It’s also good practice to incorporate more hypothetical questions in your interviews. Ask a candidate how they might respond in different scenarios to help get a sense of their critical thinking skills, their general personality, and how well they can perform in team settings.

Crafting a Compelling Offer

Once you’ve found the perfect candidate, you’ll want to make sure you take the right steps to close an offer and hopefully start your onboarding processes. But in order to successfully close on your job offer, you’ll want to take some important steps.

The first consideration almost all job candidates will make before accepting an offer is the salary being offered. It’s important that you do thorough research on current market rates for the role you’re hiring for. Although you don’t always need to be at the higher end of market expectations, you definitely don’t want to be significantly lower than the averages offered.

Outside of the salary you’re willing to offer, you should also consider offering comprehensive benefits, more flexible working options, or other company perks. These extras can make all the difference when a candidate is exploring multiple employment options. 

It’s important that you be willing to negotiate whenever appropriate as well. Remember that your job candidates likely have more than one offer they may be fielding. The more flexible you are in designing an offer that aligns with both parties' needs, the better success you’ll have.

The Importance of Pre-Boarding and Onboarding

It’s critical to remember that even when you’ve found a great candidate, had a successful interview, and they’ve accepted your job offer, there is still a lot of work to be done in order to ensure that the individual has the best chance of success in your business.

From the very first day an employee starts at your business, it’s essential that you take the necessary steps to make them feel welcome and an equal part of the teams they’ll be a part of. This begins with ensuring they have all the equipment and tools necessary to do their jobs effectively.

Work ahead of time with your IT departments to ensure their company desktop or laptop is provisioned and ready for their arrival. You should also have a preliminary discussion with your teams to let them know about the new hire(s) you’re bringing on board and what their key responsibilities will be. This will add less confusion as a new employee starts their first working week and keeps everyone on the same page.

Once the new employee arrives, make sure you have an organized training schedule in place that can be followed by the candidate and their hiring manager. It can be really helpful when new employees have a clear picture of what’s expected of them in their first few weeks, and it can help to avoid feeling too overwhelmed at the scope of their new role.

By taking the time to make sure your new employee feels comfortable in their new environment and has access to helpful resources, you’ll have a much higher likelihood of success.

Start Expediting Your Business Growth By Securing The Right Talent

It’s important that you maximize the efficiency of your recruitment efforts by having the right hiring and onboarding processes in place. 

By defining the needs of your business, using different channels to source new talent, and designing an optimal onboarding process, you’ll give each of your new employees the best chance for success while making it easier to grow your business long-term.

Article Contributed by Dalip Jaggi

Entrepreneur, technologist, and passionate business leader sum up the core of Dalip Jaggi, co-founder of Revive Real Estate, a PropTech company with a goal to democratize house flipping. Since its 2020 inception, Revive has become the smartest solution for homeowners across the nation to maximize their home’s value.

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