8 Ways to Streamline The Hiring Process At Your StartupComments Off

Process charts

In the rush to grow your startup, finding and hiring a great team is vital to its success. Execution is everything. My experience from Due, as well as the investments I have made, have taught me a lot about hiring for startups.   Anyone who has ever directed or even gone through the hiring process knows it can be time-consuming and paper-intensive, often using up way more resources than necessary.

There has to be a smooth process to standardize how people are on-boarded. 

That’s where technology comes it.

Here are 8 ways to create an efficient hiring process, and give you more time for projects that actually generate revenue:

1.  Candidate Sourcing

The sea of available talent has now become an ocean thanks to the internet. Between creating job postings, managing the listings, and reading about the candidates, it becomes a full-time job to source potential talent for your organization.

However, new technology solutions offer platforms to digitally multi-task by integrating career and job board sites like Indeed and CareerBuilder with professional social media channels that include LinkedIn. Creating one dashboard to direct and target specific candidates by location, job requirements, and other criteria. This will get some of that prequalification done for you while you do other things, saving considerable time.

2.  Pre-Screening

The problem with most pre-screening processes is they are misaligned with your company’s needs related to missing skill sets, knowledge, or experience. Your antiquated pre-screening techniques could be prone to human errors and those involved in this part of the process may not be trained to make the right decisions. There is also the fact that just finding the time to read and scan hundreds of resumes can suck up valuable time.

Why not automate the pre-screening process by having the sourced candidates take an online survey framed around those skills sets, knowledge, and experience you need and include questions to determine if they mesh with your culture? New HR tools offer email surveys that can rank candidates according to responses that most closely match your criteria. 

3.  Interviews

Although the interview process still requires face-to-face interaction, especially to pick up on specific behavioral and unique personality traits, there are still ways to streamline a lengthy aspect of the hiring process. Utilize available interview guides with digital forms you can fill out while you conduct the interview with each candidate.

These digital forms provide a template for conducting the interview and provide customizable questions you can use to measure each candidate’s response to determine their alignment with your organization’s values. Not only does this produce a consistent way to interview candidates no matter who is handling the interviews on a particular day, but it also helps you to compare candidates using the exact same criteria.

The interview data is all automated so that it can be transferred into the accompanying reporting software that produces scorecards on each candidate.

4.  Candidate Assessment

After interviews are completed and the field of potential hires is narrowed, the next step may be to offer each candidate some further assessments. When these manual tests were assessed by HR personnel, this took considerable time to review. But now, software is available to automate this part of the hiring into a paperless process.

Candidates can now take all types of skills, personality, and behavioral tests online either at your office or online. This speeds the process and also provides data that is easily stored and recalled when needed. The software also provides results of the tests, including assessments based on specific answers that were given so HR personnel can make more informed decisions about which candidate they should hire. Less time is spent training HR personnel to give and review these assessments, which also reduces time and money spent on hiring.

5.  Employee Background Checks

Today, employees are privy to more and more sensitive information, thus organizations have added background checks and verification processes to ensure that candidates are being honest about their backgrounds. Previously, verifying past employment and education, looking into backgrounds, and checking criminal and credit reports all had to be done separately. Results could take weeks.

Now, technology has streamlined these background checks into one site where you can click a button and get results quickly – sometimes even the same day – on all aspects of a prospect’s past. With a quick and comprehensive way to double and triple check each person, you can speed up the hiring process.

6.  Reference Checks

Checking references is also part of the hiring process and is important in solidifying the findings from the interview and assessment tests. This also takes time, because calls have to be made on the part of HR to get that second opinion on the candidate. Sometimes, reference checks are done by email, but this still uses up precious HR personnel time.

However, technology can now allow an HR department to provide a candidate access to an automated process where they become responsible for getting references verified for you. They will not be able to change responses or even see responses; instead, they will simply do the legwork for you and, in return, you receive responses by email that help you predict how they will perform on the job for your organization.

7.  On-Boarding Paperwork

The hiring process extends to employee on-boarding. Here is where reams of paperwork frustrate both the new hire and HR personnel. Much of the paperwork is repetitive with names, addresses, social security numbers, and the like being entered again and again. Everything has to be physically signed and then copies have to be made for the new hire’s file and for them to keep. There is nothing efficient about this paper-based process, especially when personnel might later discover there is missing or incorrect information.

However, you can streamline it by using electronic employee on-boarding. Templates can be customized and allow information to be filled out online and repetitive information to be automatically entered. Signatures also can go digital. The result? Everything can be emailed and kept in a database for future use and easy revision. You can even send the candidate all this paperwork by email before their first day on the job, including the employee handbook and tax forms, so it’s done. A cloud-based on-boarding system also allows access anywhere, any time, furthering its efficiency over a paper-based system.

Other benefits include expanding the on-boarding process to begin the engagement process with the new hire. Tiresome paper out of everyone’s way, you can use the extra time to explore avenues of personalization for your new hires. These could include options like; sending out a personalized welcome message, including video content, and creating a new hire portal they can join to learn more about the company’s culture and upcoming training as well as participate in a social network that introduces them to their colleagues. In this way, you are not only streamlining the hiring process, but you are also assimilating the new hires into the organization.

8.  Initial Training

Lastly, you can use technology to streamline that initial training that a new hire undergoes often as part of the on-boarding strategy. You can throw out those dusty training manual binders full of uninspiring policies and procedures and move to the more engaging online platform.

The benefit of a virtual training process is it allows the new hire to learn at their own at their speed and interest level, freeing up HR personnel to do other work. This can be done in short intervals so the new hire does not feel overloaded by information, they will remember more, and they can immediately put into practice what they learned during each virtual learning experience.

The Benefits of Streamlining New Hire Processes

Implementing these eight ways of streamlining the new hire process can reduce or remove paperwork entirely, minimize the number of resources invested and improve the candidate selection for higher retention rates. This streamlining strategy provides easy wins at every step of the new hire process and underscores the value of investing in new technology solutions.

This article was written by Murray Newlands from Forbes and was legally licensed through the NewsCred publisher network. Talent HQ is a premier information channel and empowers education for the recruiting and HR communities through regional events including Minnesota RecruitersWisconsin Recruiters and California Recruiters.

About Jason Buss

Talent HQ’s creator and editor is Recruiting & Diversity Leader, Jason Buss. Talent HQ is a premier online news and information channel for the Recruiting and Human Resources community.

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  • Posted on: Tuesday, June 23rd, 2015