We’ve all heard the phrase “time is money.” No matter how overused, the sentiment rings true — especially for small HR shops. When your resources are limited, it’s critical to maximize the resources you do have — and time is a huge one.
As part of a small organization, you’re probably one of only a handful of HR practitioners for the organization. You have a lot going on to attract, hire and retain talent — all while stepping into that strategic people-analytics role that can take your small organization to its next growth stage. For you, time is more than money; it’s a crucial resource.
As our minds and bodies adjust to the fall time change, we’re reminded that time is a gift and that it’s up to us to make the most of it. Here’s how small HR shops can save time and optimize results.
Audit Your Processes
As a small organization, when you post a job it’s probably because you have a need to be filled. The sooner you find the right hire, the sooner your organization can get back on the growth track. Reducing time-to-hire is critical for small HR shops.
One way to do this is by auditing your processes. When was the last time anyone stopped and asked “Is there a better way to do this?” Time has not been kind to old HR processes, and identifying pain points in your current processes might lead to taking on contemporary solutions.
Mapping out your processes can show you where time is being lost and give you goals to work toward. By actually charting things you might notice where some tasks are overly complicated or redundant. Laying everything out shows you where you can eliminate needless complexity and it helps you to prioritize your time where it has the most impact.
Streamline Your Candidate Experience
Once you’ve identified process pain points, you need to overcome them. This is often a matter of streamlining. For example, older application systems typically require a resume, an application and a cover letter. That can be a lot to sort through, and the material is often redundant; re-reading material you’ve already seen is definitely not saving you any time.
Instead of asking for multiple copies of the same material, jump straight to the heart of what you need. Ask for a resume and contact information, and start the candidate off with an assessment. The highest scorers can move on to the next phase. Frontloading candidate assessment will eliminate time spent on candidates who aren’t a good fit for the position.
Remember, candidates value their time too. Not requiring multiple applications and running an assessment early in the process shows respect for candidates’ time. And narrowing the field early in the process shows respect for candidates who don’t make the cut — they can move on, and you can focus on finding the right talent.
One really simple way to streamline processes across the board is by converting all paper files to digital. This means you have a searchable database when you need to find something (no more rummaging through file cabinets!). It also allows you to send documents and collect signatures before new hires come in for orientation, so you can spend the day focusing on people — not paperwork.
Put Your ATS to Work
An applicant tracking system (ATS) can save you time without sacrificing candidate experience. For example, integrating chatbots can remove the burden of answering individual questions from your busy schedule while still keeping candidates updated at each stage. Candidates can ask all the questions they want on the website, or carry on a conversation at their own convenience through text messages.
Additionally, your ATS can help you get your postings in front of the right candidates. So think like a marketer and use your ATS to isolate the best demographics for certain positions. This will help you target your efforts. For example, different shifts will attract different demographics of workers. When ZipRecruiter and other tools allow candidates to apply with one click, targeting your job posting reduces the number of applications you have to sort through.