Talent Acquisition

5 Ways to Streamline the Recruitment Process Without Cutting Corners

It’s fantastic when employers are faced with a large field of potential candidates, especially if it’s due to the creation of a strong employer brand. The only downside is the amount of time it can take to narrow down the field and find the right person. Here’s some potential options to streamline the process, without sacrificing on thoroughness.

1. LinkedIn profiles

Would you be surprised if the person you’re looking for isn’t using LinkedIn? If so, consider allowing potential candidates to send their LinkedIn profile in the first instance. This doesn’t stop you asking for a dedicated CV later in the process. The LinkedIn profile could be used as a first step to see if the candidate has the outline skills and experience you are looking for. It saves the candidate time as their profile is likely to be more up to date than their CV. You can also consider shortening the timeframe for applications to be submitted as you don’t have to allow for candidates to complete lengthy forms or update old documents.

2. Pre-recorded interviews

Pre-recorded video interviews are becoming more common to help narrow down the field. This format consists of a questionnaire to which candidates are asked to video record and submit their answers. It’s often used at the stage when an employer may previously have used a phone interview to make shortlisting decisions. It benefits candidates as they have more time to consider the questions before they record the answers, and they can do the recording at a time which suits them. For employers, the visual element provides a better sense of the candidate than a phone interview alone. They can also view the recordings at their convenience and not have to juggle booking in a series of phone calls. It also makes it easier for more people in the organisation to view the videos and to have a say in the decision-making process.

3. Psychometric testing

Including a psychometric assessment as part of the selection process can help ensure only the most suitable candidates make it through to the final stages. This type of assessment uncovers factors which are hard to determine from a CV or interview alone. It helps to provide a more rounded assessment of a candidate by providing insight into behavioural traits, motivation, values and personality; supporting employers to find the best cultural fit. The tests can be completed online, enabling both the candidate and the employer to submit or review the answers at a time which suits them.

4. Skype interviews

A Skype interview is as close to a face-to-face interview as you can get without the time and cost of getting everyone in the same room at the same time. A video call can be particularly useful if you are interviewing people from a far afield or if you have hiring decision makers based at different locations. A panel interview can be created with colleagues calling into the video conference, or the interview can be recorded and shown to others afterwards. There are many positives to using this approach but it is worth bearing in mind that it can challenging for all involved. While it is a very visual conversation it still doesn’t have quite the same feeling as being in a room with someone. This can make it harder for either party to warm to one another. To balance this, if you are using Skype interviews try to use the same approach for all candidates involved this stage. This will prevent the potential of unfavourably comparing those you were able to directly engage with against those you spoke to online.

5. Group assessment days

Many organisations are likely to set tests to assess skills and competencies as part of the recruitment process. Doing this within a group assessment day means you can see all shortlisted candidates in one go. The day can be made up of activities to suit the organisation and the role and can include group exercises as well as individual tasks and interviews. Group activities can add an extra dimension which can reveal social skills, team work, communication and capabilities under pressure. The effectiveness of this approach can depend on the type of role recruiting for. Dominant personalities may take over or the pressure may put some candidates off. But if you’re looking for confident leader, or a great team worker, then this style of assessment could be particularly useful.

6. Recruitment agencies

A good recruitment agency can save an employer a great deal of time. We get to know our clients inside and out, putting us in the best possible position to source, screen and create a shortlist of only the highest calibre candidates for interview.

By Gill Buchanan

Gill is a founding Director of Pure Resourcing Solutions has worked in the recruitment field since 1988. Gill’s experience is broad based and includes eight years of specialist recruitment experience within an international specialist recruitment company including five years working within financial services recruitment in Sydney, Australia.