It’s no secret that getting your hiring process right is a crucial step toward recruiting the right people. Focussing on the relevant questions and processes while removing unnecessary admin is key.

Get the right candidates

The first thing to get right is the beginning of the process: let’s get the right people applying for the role. People apply for roles based on how you describe it and where you advertise it.

Getting the role description correct is critical here. It’s essential to write it in a way that candidates identify with the role and want to apply for it. That means explaining the role and clearly articulating the benefits, too.

Review pre-screening procedures

The reality of the job market is that you’ll still get resumes that are duds or people that aren’t the right fit for the organisation. You want to screen these people out before they get to the formal interview process to save time.

The first thing to do is review the candidate’s resumes and look for common red flags, like:

• Major grammar mistakes and typos
• Failure to include requested documentation
• Unexplained employment gaps & job hopping
• Right to work in Australia

If you filter out people with red flags on their resume, you’ll save yourself time calling or interviewing them at the very least. The next thing is to do a screening call. This is a quick vibe check on the candidate. In this call, you should see their expectations and what they’re looking for. 

Use an Applicant Tracking System

All the paperwork is piling up for you at this point. If you’re a small team or are constantly hiring new staff, all the resumes, calls, and notes can become overwhelming. An Applicant Tracking System (ATS) can help manage the paperwork and make it all make sense.

A good ATS typically has a candidate’s paperwork in their file. That way, you don’t need to find their resume and notes from their screening call before the interview.

Make the interview count

Make sure you ask the right questions in the interview. Some people might look great on paper but interview poorly. Others might interview quite well, but have a hidden issue that comes out during the process.

Be sure to ask the right questions that are unique to your business. It’s also important to gauge the applicant’s attitude and not just their technical skillset. 

Don’t waste time

The final thing is to progress applicants through this process as quickly as possible. The longer the process drags on, the more likely candidates drop off, or get another job entirely. 

To have a look at Tanda’s new advanced HR features (including an ATS) get in touch with the team!

https://www.tanda.co/solutions/HR/

[email protected]