Best Practices for Streamlining Hiring

7 Aug

The hiring process is often a challenge for many companies, as turnover rates can be costly, and digging through piles of applications can be time-consuming. According to a report by the Society for Human Resource Management, a company with fewer than 1,000 employees takes an average of 29 days to fill an open position. During that time, businesses may be losing money from lost sales, disorganization, and productivity lags.

In order to improve hiring practices in any sector, HR professionals may need to make some adjustments in the quest for better efficiency. Keep reading to find a few tips on how to streamline hiring:

Think Ahead
It’s not ideal to be in a rush when looking for a new hire. Creating job descriptions and poring over applications when pressed for time will likely result in stress and may affect the quality of the search. Instead, it’s important to think ahead and consider potential openings long before they need to be filled.

A new hire should always fit into a long-term company strategy. One of the most popular interview questions is where an applicant sees himself in five years—to streamline hiring, a company should ask itself the same question and plan how new employees will affect this plan.

Draw in Top Candidates
Even high-profile companies have a hard time finding the right candidate for a position, and it’s usually because of vague and lackluster job listings. Many create job descriptions that are far too general and, as a result, receive a deluge of applications from underqualified candidates.

When creating a job listing, a manager should write up a summary of the position, as well as bullet points detailing the responsibilities of the job, desired characteristics, and minimum education and experience levels. Now is the time to be specific—think about the best qualities of current employees and the traits one would need to fit into a company’s culture.

It’s tempting to think that it’s positive to have so many applicants to choose from, but soon enough, managers and HR professionals will find themselves exhausted by the process. In reality, it’s far better to look carefully through a small pool of qualified individuals. This will greatly speed up the hiring process and improve the quality of submitted applications.

Know Where to Look
It’s not enough to post a detailed job description on Craigslist and call it a day. Instead, smart hiring managers know that a speedy applicant search relies on diverse job listings. HR professionals can post jobs on their company LinkedIn page,, Indeed, and other sites specific to their industry.

An HR professional can further streamline the process by looking for desired skills or experiences on LinkedIn and actively seek qualified applicants. By narrowing your pipeline of talent, you can dedicate even more focused resources to recruiting and hiring.

Conduct Quality Interviews
Once a hiring manager has found several qualified candidates, it’s time to conduct interviews. This step is obviously crucial to the hiring process, but as some HR professionals approach the hiring finish line, it is easy to make mistakes. HR expert Roberta Matuson told Inc. that one of the biggest reasons companies have trouble hiring is that by the time they reach the interview stage, they’re eager to get it over with.

Instead, Matuson says that when conducting interviews, “Really take your time, do it right, and ask yourself the question, constantly, ‘Is this person good enough? Is this really the right person, or am I just trying to end my misery?'”

This is also an appropriate time to administer tests. Before an interview begins, one can ask candidates to complete a brief test for grammar, math skills, identifying mistakes on a budgetary spreadsheet, or other tasks relevant to the job.

At every step along the way, an HR team has to commit to streamlined hiring. That means creating a job listing as soon as a position needs to be filled, keeping up with new applications, and bringing people in for interviews in a timely fashion. With accountability and dedication, a new hire may soon be arriving on his first day on the job.

If you’d like more resources regarding hiring and recruiting like white papers, presentations, and recordings see our best practices and tools page or our Sage HRMS Cyber Recruiter page.

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