Before Growth Recruiting, Evaluate These 4 Areas of Your Hiring Process

Before Growth Recruiting, Evaluate These 4 Areas of Your Hiring ProcessYoure preparing for rapid company growth. Its an exciting time as you look at the end goal. However, growth recruiting doesnt just happen overnight. When youre preparing to expand, you need a hiring process that is fast and efficient. From how you develop and maintain your employer brand to how you hire for cultural fit, every single aspect of your hiring process needs to be evaluated before you start growth recruiting. Why?Your company cant grow if your hiring process is slow and inefficient. If you arent aware of your hiring problems now, they will only magnify when youre trying to recruit a lot of talent at one time. To successfully prepare for growth recruiting, first, look at the areas of your strategy that need to be tweakedIdentifying Hiring NeedsYou should already have a process in place for identifying what roles you will need to hire for. If you dont, you wont know what jobs you need to create to drive c ompany growth. Tips Establish a plan that helps you identify upcoming talent needs. Group types of expertise and tasks you expect into various positions. With this job analysis, ensure you know what exactly each prospective role entails. Ask employees to help write updated job descriptions. This ensures youre posting the most accurate description that captures all the current responsibilities. Ask employees to update job descriptions so candidates know what the role entails. hiringClick To TweetIf youre creating new positions, ask for your employees feedback on the job description. Their perspective is valuable because they know how that new role would impact the entire team. Once you have your job needs and roles clearly defined, create candidate profiles detailing the best partie for each position. Consider character/personality traits and skills that will align with the current team or fill gaps. Youll use this profiles when sourcing for top talent to ensure youre hiring for long -term success.Sourcing for TalentCandidate sourcing is where you can save a lot of time in your hiring process. If your source caused bad hires, it will likely lead you down that path in the future.Tips Build a talent pipeline now. When its time to hire a lot of people, you will have established relationships with highly qualified candidates. At that point, the candidates already showed interest in working with you. Build a talent pipeline now. As your company grows, you will have talent ready to join.Click To TweetAs you start building your talent pipeline, you will see if your employer brand is effective at attracting top talent. Consider adopting a grassroots social media recruiting process, where you connect with talent directly. Look through communities online to find talent that has relevant expertise. Then, reach out personally to let them know they would be a great fit for your company.Assessing Your CandidatesOne of the most time-consuming parts of the hiring process is eva luating candidates. You Especially when looking to take the time to read through every qualified candidate when youre rapidly growing and thus needing to hire faster. Tips To ensure you can effectively and efficiently review each candidate, make sure you have developed candidate personas for each of the prospective roles. This way, you can efficiently determine fit.Create candidate personas for every role to simplify evaluating candidates. hiringClick To Tweet Start by looking at performance data from your current employees. Look for trends in hintergrund and experience to see if it impacts performance. If your sales managers are more productive with five years of experience, set that as a requirement. Collaborate with your team to create these personas. They often have a strong idea of what it takes to succeed. Then, use these personas to guide your interview questions. Sending these questions to candidates through one-way video interviews allows you to efficiently connect with the candidate and efficiently review their responses while gaining greater insight than a resume or written questionnaire alone. Creating a Candidate ExperienceLosing top talent during the hiring process is frustrating, but its usually preventable. If youre attracting A players with strong branding and smart social media recruiting, you need to keep them engaged throughout the process. A bad candidate experience will push people away and might even impact your reputation. In turn, this will make it harder to attract other awesome applicants. Tips Run through the entire hiring process with your employees to ask for their feedback on what the candidate experience looks like now. The mock experience allows your hiring team and your employees to determine where the candidate might feel forgotten or frustrated. Another great way to assess the candidate experience is surveying recent hires. Ask them what they thought about how you contacted them, how you conducted interviews, and how you off ered them the position. One common issue is communication. In fact, CareerArcs 2016 survey found that six of 10 candidates said better communication throughout the process would have the most positive impact. To keep candidates in the loop, provide a candidate guide to whoever applies. This content should include a description of your hiring process, a detailed timeframe, and what actions they need to take on their end.Distribute a candidate guide that details your hiring process and the timeframe.Click To TweetOnce you smooth out the wrinkles in your current hiring process, youre ready to build a growth recruiting framework.What aspects of your hiring process do you need to improve for growth recruiting? Share in the comments