Business success requires creating and executing smart plans, and hiring is not an exception. If your organization has uncertain growth plans, you will need to have the right hiring process to hire the right people to achieve the business goals. It is crucial to plan the organizational growth carefully to make recruiters create a long-term and effective hiring plan that aligns with business plans and goals. This guide will help you create a comprehensive hiring process and provide you with effective tips to execute it efficiently.
Step1: Plan your hiring process for a defined timeframe
Broad organizational goals like revenue targets, launching a new product or service flow down to particular departments. Following this, each team prepares a plan for how they will accomplish those goals. Similarly, creating a hiring process begins with meeting department heads and understanding their exact requirement for a specific time period. They should already have a clear idea of the roles they will need to help to refine and accomplish goals. It is crucial to keep in mind the following things:
1. Have a clear and constructive discussion about hiring requirements:
Ask department leaders what positions they will require to hire and why? If the hiring managers need ten new hires, ask them to prepare a case for the headcount.
2. Create an ideal candidate profile by breaking down responsibilities:
Create a perfect candidate profile that a team leader is looking for. Ask them to make a case if they insist on having a candidate with specific qualifications and experience.
3. Project Start dates for newly hired candidates:
Figure out when team leaders will require new candidates to start
4. Consider promoting current team members:
Filling new roles with current candidates is way easier and an excellent way of employee retention rather than hiring from scratch.
Step 2: Create a comprehensive hiring process
Creating a comprehensive hiring process focuses on prioritizing the roles you will require to hire. You can begin by shortlisting the project start dates and job challenges.
1. Review previous hiring data to refine your hiring process:
Use data from your previous hiring process to understand how long it takes to finish sourcing, interviewing, evaluating, and accepting job offers for various positions. Accordingly, create a hiring plan.
2. Consider turnover:
Have space in your hiring process that will open as your employees will leave your organization. Moreover, you can review previous hiring data to estimate the number of employees that will turnover.
Step 3: Executing your hiring process
Here is how your team can achieve the hiring goals.
1. Assign tasks to recruitment team:
Ensure every team member in the recruitment team has individual tasks and responsibilities that advance the hiring process.
2. Schedule regular check-ins:
Schedule weekly or monthly meetings with team leaders and the recruitment team to see the progress and bottlenecks in the hiring process.
3. Craft compelling job descriptions:
Write compelling job descriptions that attract suitable candidates by reviewing the candidate profile.
4. Utilize the best sourcing channels:
Sometimes, the sourcing channel works better for one role than another. Evaluate your historical data to determine which channel works best for each position.
Adjust your hiring plan as per your needs
Don’t let your hiring plan fall behind if you are not able to meet your targets. Identify the bottlenecks and adjust your goals accordingly to ensure you still have an effective plan to execute.
The KloudLearn Team has put together a few best practices that you can implement right away to prepare a long-term hiring process. Click here to download a copy now and get started.