If you are like most business owners, you need to get a product out the door or perform a service for a customer. But, you must have people to support you. As a savvy business owner you have analyzed your requirements, written a job description, and selected a mechanism to advertise the position. [Navigating Your Staffing Needs]
So what’s next?
Annual business fluctuations cause periods of high demand that the team cannot meet without outside Human Resource support, which may increase the cost of a new hire. Conversely, during periods of reduced effort, the team is overstaffed and probably overextended in its financial commitments to various recruitment tools, job boards and advertising. Consider a model using contractors during these high demand periods.
HR Consultants provide flexibility in work hours and skill sets, but the on-boarding process and the productivity time related to training, absorbing the culture, and building internal relationships may drain internal resources and limit the overall return on investment.
So let’s look at the process. . .
One area of major waste is the lack of processes when it comes to hiring. Usually when the process cannot be tracked at all, this is the root of the problem. For example, you have an urgent need for an Engineer. A hundred or more applicants submit resumes for the job. Resumes are delivered to the hiring manager, who examines the top two dozen or so resumes. The hiring manager takes the resumes home that night, reviews them throughout the week and contacts the top eight to ten candidates for an initial phone conversation. He/she then choose five candidates that seem qualified for a formal interview and sets up times for them to meet the team.
Considering the myriad responsibilities that already fall on your team. It is unlikely that all the right steps are being taken to ensure interviews are done in a consistent, fair, effective and productive manner.
Instead, resumes likely are distributed to people who will take part in candidate assessment prior to the live interviews. Each person views the resumes, often guessing what the candidate will be responsible for if hired, but that person probably is not certain what he/she should be asking. Maybe one was told to screen for presentation skills. Another was tasked with finding out why the candidate wants to leave his/her current situation.
Otherwise, there isn’t much guidance for your managers who are probably not well-versed in the intricacies of effective interviewing. So they not only lose time away from daily work responsibilities, they may duplicate efforts, use poor judgment and alienate candidates.
Imagine not defining product requirements or expecting a team to work without a targeted plan. This often happens when there is no well-defined plan for recruiting. Most companies feel they have a recruiting strategy. They predict expected number of hires annually, determine compensation levels, how much attrition to expect and establish a recruitment budget for advertising and agencies. But they often miss the most important step – the process.
Without a systematically executed process, it is impossible to recruit at the most efficient levels. Examine current operations to see where small improvements and enhanced documentation can help cut recruiting waste. Example: the interview process is a candidate’s first view of your business. It requires a basic overview of your business and defined roles and responsibilities at each stage to ensure successful execution. The current employment market has produced more active candidates than ever before. Some candidates seeking employment are qualified; others may be completely off-target. Hiring managers need a system to evaluate resumes and ensure the best talent is not overlooked. This system must be efficient, as managers cannot afford to spend a lot of time on this process.
Before getting started I recommend:
• Establish standards to review each batch of new resumes.
• Provide managers with a standard process to review resumes.
• Ensure managers know what to look for, how to identify red flags and where to document questions, concerns and notes so interview team participants can follow up on those items.
• Establish standards to track candidate information. This step can save countless hours and money as the organization grows.
• Make certain the company is in compliance with all EEOC guidelines, which will save time and potential costs in the future.
Need help navigating your next hire? Let us hear from you!
Nancy (508) 769-2294