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4 Proven Ways to Speed Up the Hiring Process

Jonathan Shepherd-Stubbs • Mar 22, 2024

In today’s fast paced business world, it makes sense that hiring businesses are increasingly looking for ways to speed up the hiring process and streamline their workloads without compromising on attracting the highest quality talent to their workforce. With this in mind, here are 4 proven ways to speed up the hiring process in your company.


Using Technology for Automation

It’s time to embrace the technology available to you by automating the recruitment process. Applicant Tracking Systems (ATS) are a great way to streamline the hiring process from posting the latest job roles to sorting through CV’s and getting those all-important interviews scheduled. Using a system like this will free up your time to focus on other areas in your business whilst finding your next ideal candidate.


Maintaining Good Communication

As with anything, communication is key! Keep candidates engaged and excited about your latest opportunity by keeping them informed every step of the way. Always keep candidates updated on their application status and take the time to address any questions or queries they may have. Keeping the lines of communication open will provide a positive experience for everyone.


Considering Pre-Employment Assessments

Assessing your candidates before reaching the interview stage benefits everyone. As an employer, you will be able to move ideal candidates to the next stage quickly and any candidates that might not be a good fit will be informed early on and can move on with additional job searches. Assessments will allow you to look at your potential employees skills and what makes them tick in an objective way.



Revise Your Interview Process

Interviews are an essential part of the hiring process but can be time consuming if they aren’t carried out efficiently. Take a look at your interview process and consider ways in which you can streamline the process and map out a tried and tested structure for future interviews. Be clear in what type of candidate you need to fill the role and what any special skills or requirements are. Always respect the time each candidate gives to the interview process, whether they are successful or not.

 

Business owners, do you need help attracting the perfect talent to build and grow your team? Our recruitment experts are on hand to make it easier for you. We believe “It’s all about the right people” and are committed to helping you get those right people into your business. Contact us here. 

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What Qualities to Look for in a Candidate

by Jonathan Shepherd-Stubbs • 25 Apr, 2024
With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring. Leadership There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future. Honesty & Integrity This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles. Dependability Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?  Competency Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position. As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview. If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

LinkedIn Poll Results - April 2024

by Simon Clark • 18 Apr, 2024
At Shepherd Stubbs Recruitment, we are committed to understanding the intricacies of workplace dynamics and what drives employee performance. Our April 2024 LinkedIn poll asked a crucial question: "What’s your biggest motivator at work?" We are grateful for the excellent response and thank everyone who participated and shared the poll with their connections. The results reveal a diverse set of motivators that underscore the complexity of employee engagement today. Leading the pack was 'Work-Life Balance' with 31% of the vote, indicating that employees are increasingly valuing the ability to effectively manage their professional and personal lives. This trend highlights the importance for employers to offer flexible working conditions that support a healthier work-life integration. Both 'Recognition/Praise' and 'Financial Incentives' tied at 25%, reflecting a classic yet evolving understanding that both acknowledgment and monetary rewards play significant roles in motivating employees. Recognition and praise show employees that their efforts are valued, boosting morale and productivity. Simultaneously, financial incentives continue to be a powerful motivator, underlining the need for competitive compensation structures. 'Career Opportunities' was also a key driver, with 19% of respondents indicating that the prospect of advancement and professional growth is a crucial motivator. This result points to the necessity for organisations to cultivate clear career paths and development opportunities to retain ambitious employees. These insights are invaluable as they highlight the varied and complex factors that motivate today’s workforce. We leverage this understanding to help our clients attract and retain the right talent, aligning our strategies with the evolving needs and motivations of the workforce. Remember, in a changing job market, it’s all about the right people, and knowing what moves them is the first step towards success. If you would like to talk to the team about placing a new candidate, get in touch here .
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