With so many people involved in the eventual decision to hire someone, it can sometimes be incredibly hard to get everyone aligned, especially toward the latter stages.
It happens in companies large and small (we’ve probably been guilty of it too!) but having everyone on the same page from the beginning is key. Too often, only some are engaged with the recruitment process, but in a worst case, some are almost entirely disengaged apart from an on-the-spot decision at the last stage (without any knowledge of what’s happened previously), and this can lead to struggles, particularly when hiring those really hard-to-find skill sets.
With that in mind, here’s our simple guide to smooth out those bumps…!
Agree what you’re looking for and communicate that, to everyone!!
One of the biggest reasons for a lack of engagement is recruiters or hiring managers not agreeing what exactly you’re looking to hire (both hard and soft skills) or communicating that at very start of the process to anyone else who’ll be involved later down the line. If this initial communication is missing from the start, the engagement will only decline as time goes on, especially as recruitment can often be very challenging in the current market.
It is important to involve all the stakeholders from the beginning of the process by scheduling a meeting to communicate your plans and get some input. Talk to them about the role, get their input on the advert and job description. This is not only beneficial for engagement purposes but also for improving the overall success of the recruitment process – if you’re all agreed on what’s needed from the outset, you’re winning!
Agree interview timeframes and (try!!) to stick to them
Getting time in diaries for interviews is never easy, especially when timezones come in to play on international hiring. That said, nothing delays and ruffles the recruitment process as much as re-arranged or cancelled interviews. Sticking to times is crucial…great candidates are so in demand right now, that missing slots to speak with them not only causes delays, but often means they go elsewhere
Fast and fuss-free feedback
If you’re asking someone to partake in the interview process, it stands to reason that you should take their advice on board. The flip side of that however, is ensuring that you get that feedback quickly, and ideally in a uniformed manner. A candidate’s biggest gripe is always lack of feedback, and it’s no surprise that the lack of feedback from people involved in the process can be a real killer. The most effective is often the simplest, get +’s, -“s and a recommendation for the next stage. If you can get that from the interviewer immediately after it’s happened, you’re guaranteed to improve the process.
Make fast decisions
Lastly, where at all possible, make your decisions, and fast. We’ve all deliberated too long on whether to hire someone or not, but time really does kill all deals. Taking a night to sleep on it (or to wait for feedback from others in the process) is fine, but then act fast. It’s better to discount candidates and keep searching than to keep hoping that you might hire the almost-ran, because we never do!