0:00

in the current labor market the

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competition for talent is fierce and

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when hiring is this hot top talent

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doesn't stay on the market for long it's

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important for organizations to offer

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competitive compensation and benefits

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but it's often not enough you also must

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be quick so in this episode of hr party

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of one i'm going to focus on how to hire

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faster by the end you'll have some

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practical steps your organization can

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take to recruit more efficiently and

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more effectively we'll discuss

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standardizing your hiring process

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approaching recruiting as selling and

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being proactive and timely let's get

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going

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standardize your hiring process

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let's start with the most basic and most

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important step your organization can

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take to streamline hiring

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make it a standardized process

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consistency is key not only for

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recruiting efforts but also for making

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the process more efficient

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after all if each hiring manager is

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doing their own thing they could be

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wasting time scrutinizing resumes

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preparing for interviews or just

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figuring out what to do next

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also how could hr know where to focus

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improvement efforts with so many

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variables in hiring approaches

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to be clear hr has a strategic role to

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play in the hiring process maintaining

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consistency and training managers but

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the hiring manager responsible for

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filling any particular position should

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be the person that position will be

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reporting to i also want to acknowledge

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that in some organizations the recruiter

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and the hiring manager are separate

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roles the recruiter may be responsible

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for prospecting screening reviewing

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resumes and cover letters and lining up

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candidates for interviews

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the recruiter may then hand off

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candidates to hiring managers for

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interviews reference checks and the

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final hiring decision

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this can make the hiring process more

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efficient by specializing roles

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however i recommend the same person be

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responsible for recruiting and hiring

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whenever possible which is the case in

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many small to mid-sized businesses

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this combination of roles can also be

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efficient by requiring less coordination

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between multiple people more importantly

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though this approach is more effective

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in the long run than the division of

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responsibilities because one person is

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wholly accountable for the outcome of

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the hiring decision the desire to fill

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open positions quickly should never

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overshadow the importance of hiring the

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best person for the job otherwise you'll

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just have to keep filling that position

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over and over again

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now that we've clarified that let's look

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at the seven stages of hiring and

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discuss how your organization can speed

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up the process at each stage

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1. identify need and update job

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description

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many hiring managers may drag their fee

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throughout the employee's 2 week notice

2:29

period but you shouldn't wait until the

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position is vacated to start updating

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the job description

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use previous postings as templates

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rather than starting from scratch

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your organization should also have some

2:40

copy to use for all positions

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introducing the company and its values

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you should also include a salary range

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or target compensation in the job

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description target comp is what you

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expect a reasonably good performer to

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earn in a given role including bonus

2:54

opportunities or other incentives

2:56

disclosing compensation in the job

2:58

description could be the most important

3:00

thing you do to make the hiring process

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more efficient so much time is wasted

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when both parties find out they're not

3:05

on the same page when an offer is

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extended if you're interested in

3:08

learning more about job descriptions

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target compensation or pay transparency

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check out our earlier episode of hr

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party of one dedicated to these topics

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i'll link to them in the description

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two develop and implement recruitment

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plan

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next you'll need a recruitment plan in

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other words how will you find candidates

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and how will they find you

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at the very least you should update your

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organization's careers page let your

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professional network know you're hiring

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and post to a major online job board

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like indeed later on in this episode

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i'll discuss how you can be more

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proactive in this early stage of

3:41

recruitment

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i also highly recommend using an

3:44

applicant tracking system or ats to

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manage the process more efficiently

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bernie portal offers a free version of

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our ats which includes an indeed

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integration for job postings and

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template library for job descriptions

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and applicant communication

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i'll link to our free ats in the

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description along with the episode that

4:03

covers the benefits of an ats

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three screen applicants in the online

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application itself you should use a few

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screening questions to quickly weed out

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candidates who don't meet your

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non-negotiable requirements

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for example if the position is in person

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a good screening question would be do

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you live in the greater national area if

4:21

not would you be willing to relocate

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i would warn you though not to ask so

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many questions up front that qualified

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candidates weed themselves out too early

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i would also recommend that you do not

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overthink resumes read them at least but

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make a decision as soon as you finish

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each one

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the time it takes to carefully consider

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every single resume will cost you a lot

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of time and qualified candidates

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know what you're looking for before you

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start looking if you're interested in a

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candidate it's likely that other

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employers are too so reach out to them

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within 24 hours of receiving their

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application

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four interview candidates when you

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decide to reach out to a candidate you

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should outline the interview process to

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set expectations give candidates what

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they'll need well before the

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face-to-face interview and set deadlines

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for any written responses personality

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tests and skill assessments you plan to

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use

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if you're interested we recently

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dedicated an episode to how to best use

5:14

recruiting assessments i'll link to it

5:16

in the description

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best practice is actually to conduct at

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least two interviews a phone screen

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followed by a face-to-face interview the

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phone screen is an efficient and

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inexpensive way to learn more about a

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candidate with relatively low stakes

5:29

even though it's another interview phone

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screens can save you the time of a full

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interview with a poor candidate

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for a deeper dive check out our recent

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episode on interview formats which i'll

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link to in the description

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five check references

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once a promising candidate has made it

5:45

through the interview process you'll

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need to check their references and

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verify their employment

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do not skip this step for efficiency's

5:52

sake red flags are just as valuable as

5:54

green lights a bad hire will cost your

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organization too much time and money

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be prepared to reach out by phone and

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then by email no one method is best for

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all references and you don't want a

6:05

missed communication to slow things down

6:07

unnecessarily for more guidance check

6:09

out our bernie portal blog i'll link to

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a helpful article in the description

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six extend an offer

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when you decide to extend an offer call

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first if they accept follow up with an

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email that outlines the full details of

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the offer

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to make this step more efficient use a

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template for communication i'll link to

6:27

a helpful resource in the description

6:30

and finally seven onboarding a new hire

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although you've technically hired the

6:35

candidate at this point an effective

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onboarding process pays off in retention

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saving you time in the long run

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to make sure your onboarding process is

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both efficient and compliant use a

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checklist

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for more best practices to improve your

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onboarding process check out an earlier

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episode of hr party of one which i'll

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link to in the description

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our focus in this episode is on how to

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hire more efficiently but if you want to

6:57

dive deeper into the seven stages of

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hiring i highly recommend an episode

7:00

dedicated to the process i'll link to it

7:03

in the description

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in order to best standardize and

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streamline your hiring process i also

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recommend hr take the initiative to

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train hiring managers and to create a

7:12

manager manual outlining the process and

7:15

providing templates in the description

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i'll also link to a couple episodes

7:19

focusing on those important topics

7:22

now let's look at how changing your

7:24

attitude towards recruiting can help you

7:26

hire faster

7:28

approach recruiting as selling

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many hiring managers have never been in

7:34

sales but sales experience can be a

7:36

great foundation for recruiting to be

7:38

clear though sales persons still need

7:41

training in how to become effective

7:42

recruiters and hiring managers

7:45

essentially recruiting is selling the

7:47

mindset experience and process are

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transferable

7:50

in a competitive labor market recruiters

7:52

have to sell the position and the

7:54

company to qualified candidates who

7:56

likely have other options

7:58

the hiring process is comparable to a

8:00

sales funnel and like salespeople

8:02

recruiters need to understand all the

8:04

stages and where prospects are along the

8:06

way

8:07

by using scripts and templates for

8:09

communication recruiters can efficiently

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guide candidates through the process

8:13

salespeople also understand that timing

8:16

is critical even after you've led a

8:18

prospect most of the way through the

8:19

process

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and that's where i want to turn our

8:22

attention now

8:24

be proactive and timely to hire faster

8:27

recruiters must be proactive and timely

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simply put proactive recruiters stand

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out the best candidates for an open

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position on your team may not be

8:35

actively looking for a new job but of

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course they may still be open to a good

8:38

one if the right opportunity comes along

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that's why recruiters should prospect

8:42

for passive candidates via social

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professional and personal networks

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being the first to reach out will

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definitely make you stand out i'll link

8:50

to an excellent resource on recruiting

8:52

passive candidates in the description

8:54

being proactive also means being timely

8:56

just as much as you want to fill the

8:58

position as soon as possible qualified

9:00

candidates are eager to get started in a

9:01

new position waiting is losing out on

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talent

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reach out respond follow up and fast

9:09

as always remember that your role is as

9:11

strategic as you make it

9:18

that's all the time we have for this

9:19

episode don't forget to subscribe to our

9:21

channel and ring the bell to get

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notifications about the latest hr party

9:25

of one updates and new episodes also

9:27

join our hr party of one group on

9:29

linkedin

9:30

bye y'all