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Streamlining the Recruitment Experience
Recruiting & Staffing
Streamlining the Recruitment Experience
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
We are looking at options to streamline our recruitment process so the candidate has a positive "experience". We've been told are process is too long.oCurrently we are pre-screening, telephone screeni
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Forums » Topic Forums » Recruiting & Staffing » Streamlining the Recruitment Experience
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Streamlining the Recruitment Experience
posted at 11/8/2007 6:48 AM EST
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Posts: 1
First: 11/8/2007 Last: 11/8/2007 |
Im a senior level HR / OD Consultant with a national healthcare organization and I can attest based on years of experience that detailed, extensive, assessment based, fact finding recruitment processes have a better ROI in the long run with less turn over, higher productivity, better morale, etc. Look at the research.
I would rather spend the extra time and effort to find the right candidate then streamline a process for the sake of a few. Often, Ive observed and supervised recruiters that focused only on filling a position without regard for organizational fit and other dynamics. My recommendation is that before you change the process you need some measured data to support a claim that change is needed. |
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Streamlining the Recruitment Experience
posted at 11/8/2007 8:22 AM EST
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Posts: 1
First: 11/8/2007 Last: 11/8/2007 |
I find that the top notch candidates are not going to sit around and wait to go through a 4-6 week interview process so getting your processes streamlined is imperative if you want the best people to come and work for you. |
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Streamlining the Recruitment Experience
posted at 11/8/2007 4:15 PM EST
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Posts: 7
First: 9/21/1999 Last: 11/8/2007 |
Interesting chain of thought in this discussion. Here are some additional brief ideas
1. Making the job hard to get is not bad. Look at the history of the best companies to work for and the leaders in almost every industry and you will see they have a very through hiring process. If you put know value in the job neither will the person you hire. 2. Make it easy for the best people to get into you system. Remember you are not looking for great applicants you are looking for great employees. 3. If you are going to go after people who want better jobs. You better have a job that is better. 4. Let applicants know the process and make it complete and make it relevant. Can you justify every step in the process. 5. If you are going to test and rely on testing. Test early so that you don't spend time on applicants who you have proof will most likely not make it. 6. Make sure all of the people who interview are your A players. Hope this helps. |
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Streamlining the Recruitment Experience
posted at 11/13/2007 4:31 AM EST
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Posts: 3
First: 2/4/2004 Last: 11/13/2007 |
We choose and score questions as part of the application process. If questions are answered correctly then an assessment goes out via e-link automatically. We do telephone screen, about 15 minutes, if we're still interested we call them in for an in-person interview. Job offers are done right after the interview if we're interested in the candidate. This is the same for exempt and non-exempt positions. |
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Streamlining the Recruitment Experience
posted at 11/29/2007 7:34 AM EST
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Posts: 22
First: 4/5/2006 Last: 8/14/2008 |
One thing that is key to expediting the recruitment process is working with a good recruiter that stays in touch with the candidate. One of the reasons we are so successful at placing candidates with some of our clients-which can have lengthy iview processes-is because we are very good at setting expectations and fully divulging all of the steps in the recruiting process prior to the process commencing. |
Forums » Topic Forums » Recruiting & Staffing » Streamlining the Recruitment Experience
