From time to time, HireBetter’s blog will feature guest posts from writers with a unique insight into a particular talent issue. Today’s post comes from Kyle Lagunas of Software Advice:
A business is a well-oiled machine, relying on the seamless execution of a number of processes to drive it forward. Disruptions and delays (bottlenecks) will occur unless you keep these processes in ship shape. In the hiring process, bottlenecks are more than just an inconvenience. They can damage company culture and tarnish your brand – making it more difficult to attract and hire top talent. Smoothing out bumps in the road before they turn into more serious issues is essential to the ongoing success of your recruiting and hiring efforts.
That said, here are a couple leading causes of bottlenecks in the hiring process – and ways to avoid each one:
Sequential hiring style
You post the same ad you used last time, find three candidates to interview, and hope one of them has what you’re looking for. If not, you go back to square one–you post the ad, find three candidates, and the cycle repeats. But relying on the same old iterated process to meet myriad staffing needs is more than shortsighted, it’s inefficient.
The greatest value lies in having a working process. By designing a hiring process that works in tandem with talent management and supports your business strategy, your recruiting efforts will be much easier to manage. You don’t have to read every book ever written on hiring strategies, but you do need a uniform process that meets your organization’s culture, values and needs.
Living in the Dark Ages
Without the proper technology, the sheer volume of applications a single online job posting attracts can be nearly impossible to manage. As such, many organizations experience delays at the onset recruiting–which is frustrating for candidates and hiring managers alike. Accepting resumes and screening for experience and qualifications are a part of the process, but applicants perceive that nothing is happening until an interview takes place.
Online application and screening tools help companies maintain momentum by reducing time spent in this initial stage. If you don’t have an applicant tracking system, you need to get one. The first step toward minimizing bottlenecks in hiring is automating the most menial aspects of hiring so you can focus on engagement.
Best Practices are the Cure for Hiccups
Strategic staffing requires the cooperation and shared effort of multiple parties, and as with any business process, hiccups and delays in hiring will happen. With a sound process in place that keeps stakeholders informed and engaged, however, bottlenecks will be fewer and further between. By incorporating the best practices that make the most sense to your organization–and by leveraging solid technology–you’ll be better prepared to deal with any other flaws that emerge.
About the Author: Kyle Lagunas is the HR Analyst at Software Advice – a company that reviews human resources systems. For further reading on ways to avoid bottlenecks in the hiring process, this article can be found on Kyle’s HR blog in full: http://blog.softwareadvice.com/articles/hr/four-ways-to-avoid-bottlenecks-in-the-hiring-process-1120911/
Have you applied that same principal to planning your workforce? Purposeful workforce planning provides an assessment and a decisive action plan. And considering how the right team is the most critical attribute of a successful company, don’t you think you should do it right?