Most companies just jump into their hiring process without a real plan.  This often leads to a disjointed process that can take longer than necessary to complete, and time often kills the deal.  Companies that don’t have a well-defined process may find themselves losing out on the candidates they want to hire.  These 5 tips will help you shorten the distance between candidate identification and start date.

  1. Establish Requirements and Goals

It’s critical to layout in writing the job description and the salary requirements prior to starting the recruitment process.  Having it in writing will give your team a clear understanding of what you are looking to accomplish with this hire.

2.      Share the Goals and Expectations with your Executive Recruiter

Including your executive recruiter in your hiring plans will help ensure that the candidate understands your process.  Conveying the details of your interview process and timeframe can eliminate the risk of losing candidates due to drawn out uncertainties in your process.  Open communication also allows for flexibility, particularly when you’re dealing with an active candidate who is being courted by your competitors.

  1. Quickly Set Aside the Time to Interview

    Sometimes organizing an interview panel is like herding cats!  Don’t let the fact that one executive on the interviewing team is out of the office postpone the whole process.  Getting the bulk of your face to face interviews scheduled and completed in a timely fashion could be the difference in getting your top candidate an offer in time for them to make a decision in your favour.

    4.      Give Timely Feedback

    One of the worst things a company can do is not provide timely feedback after a candidate has invested their time on-site interviewing.  If you liked the candidate, but will need some time to wrap up the process, it’s important to let them know where they stand and what the timeframe is for next steps.  Lack of communication and feedback is a sure-fire way to turn off the candidate.  It’s just as important to close the loop on candidates who will not make it to the offer stage.

5.  Be Decisive

Decision making is not always easy.  Creating and following a replicable process as outlined above will put you in the best position to make a timely decision.  In your post interview debrief with your team, candidates should be classified in one of 3 categories: not a fit, moving on to the next round, or making an offer.  Keeping it simple will allow for quick decision making.