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Is It Time to Rethink Your Recruiting Process?

Congratulations! You hired an all-star member for your team. Now you just need 20 more. If thinking ...

Posted by Manoj Tiwari, Vice President, Berkshire on May 21, 2019 1:57:49 PM
Manoj Tiwari, Vice President, Berkshire

Congratulations! You hired an all-star member for your team. Now you just need 20 more.

If thinking about recruiting and hiring candidates makes you break out into a cold sweat, it might be time to simplify and streamline your recruiting process. If you’re ready to improve your recruiting process, through technology or just smarter workflows, I have a few tips to get you started.

Map Your Recruiting Process

You may think you know your recruiting process like the back of your hand. But do you really?

So often, when we audit our recruiting process, we think of things through the lens of requirements analysis. We know what functions we need, and what functions we want, from a tech solution.

But instead of thinking about recruiting from a requirements perspective, take a step even further back and consider your process as a whole. It may sound daunting—and even a little annoying—but there’s a simple way to make it less of a headache. Whenever I am working through processes, I draw a process chart. By charting the steps of a process, I’m able to determine decision points, and seeing the process represented visually helps me determine where I can simplify complex tasks or eliminate redundant ones.

Even better? Once you’ve drawn your process out, your requirements will become automatically clear to you. One stone, two birds.

Look for the Sticking Points

In addition to mapping out your processes, you also need to engage with the people you work with. They’re your best resources for quickly finding the trouble spots in your recruiting process.

There’s always one sticking point that is universally identifiable. Are your recruiters frustrated by your recruiting process? If you’re working at a larger organization, it’s easy to look at your support records and see. Those at smaller organizations have to trust their gut, but that’s not hard, either. Just think— how much complaining are you hearing at the water cooler (or on your Slack channel)?

If you heavily depend on recruiting software, you can also ask another question: do you often find yourself bypassing automated processes in favor of completing a task manually? If so, it’s time to pull out the process chart, or better, ask your software vendor if there is a better way to do the manual task you’re unnecessarily spending extra time on. A creative vendor will always find a fix for your problem.

Finally, there is the very sticky matter of controls. These are often put in place with the best of intentions, but unfortunately they often make the recruiting process much more complicated than it needs to be. Don’t be afraid to ask questions about the controls that have been put in place. People may get frustrated with you for questioning the status quo, but the more streamlined you can make a process, the better. In the end, everyone will be happy.

Get Some Help

Yes, you might be too close to the process—or too busy—to give the task the attention it needs. That’s why it’s often helpful to bring in a fresh pair of eyes.

Find someone familiar with process analysis in an outside department—or perhaps even look at bringing in outside help. It will be their job to interview all involved with your recruiting process and understand how you can make your new applicant tracking system work for you. Their outside perspective and expertise will be beneficial in helping you eliminate trouble spots and challenge your status quo.

After all, every innovation has begun with an outsider posing the same question: “Wait, isn’t there a better way to do this?”

Don’t Get Dazzled By Shiny New Tools

Perhaps your process overhaul leads you to decide it’s time to upgrade your systems. But Googling, say, “applicant tracking system” opens up a Wonka-esque world of apps, suites, and a shiny new life in the digital high-rise we call the cloud. However, it’s also easy to get overwhelmed with the sheer amount of options you have—and the amazing horsepower of some of these new tools.

So before you order a new piece of software, think about how you want to change or streamline your recruiting practices. Ask yourself what you will need. For example:

  • Will you need it solely to manage your applicants?
  • Will you also need it for requisitions?
  • Is compliance part of your process?
  • What steps you must automate?

Answering these questions will help narrow your selection process.

Second, make sure you are approaching the process holistically. Consider who in your organization will need access, and what information different employees will be authorized to see. Remember that for many programs, the number of users an organization has will determine the cost of the subscription. Planning ahead will ensure a better user experience, and also guarantee a better ROI for your organization.

Good luck! To stay updated on new and emerging recruitment practices, subscribe to TalentTalk today!

 

About Manoj Tiwari:

Manoj Tiwari is VP of Product Development at Berkshire Associates and oversees the development of balanceTRAK talent acquisition system. But most importantly, Manoj is an HR technology enthusiast and has spent the last 18 years helping HR professionals work smarter through the use of innovative HR technology.

Manoj has emerged as one of the industry’s leading authorities on engineering SaaS-based solutions. He has held distinguished positions at companies like IBM, EDS, Amtrak, and KPMG. In addition to his excellent business acumen, designing innovative software solutions and executive management experience, Manoj holds a Master of Business Administration and a Master of Science in Computer Information Systems from University of Miami.  

See more articles from Manoj on TalentTalk or connect @TalentTechie on Twitter.

 

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