Home > 6 Time saving tips for Employers to speed up the interview process

6 Time saving tips for Employers to speed up the interview process

So Employers, how do you save time but not cut corners?

Weather you use a recruiter or hire direct it is important to remember that it is a candidate short market and the longer it takes to make a decision the greater the chance of losing good candidates to other opportunities.

So Employers, how do you save time but not cut corners?

  1. Define your needs

Create a list of essential and non-essential skills and experience tailored to the specific role. Keep it simple, just core skills, systems and experience. Ensure you have a salary range and that the position has been approved by the relevant department. (Nothing is more frustrating to a candidate to have made the final rounds of interview and then have to wait for the position to be approved or signed off) – potentially losing interest and attending other interviews!

  1. Create a short list

Apply this check list to all resumes as they cross your desk. Try giving each resume a number rating corresponding to the number of skills or experience they possess from your list. Example 4/8 – saves reading each resume twice when culling the short list. Stick a post it note on resumes where questions come to mind.

  1. Phone Screen

To save time, minimise the number of inhouse interviews conducted by phone screening. Create a list of initial questions - keep it short, 3 or so questions should be sufficient to get an indication if you would like to progress the candidate to a face to face or Skype interview. Phone screening can shave hours off interviewing and you can address any concerns you may have up front.

  1. The Interview

Ensuring you conduct an effective job interview is paramount. Not only are you assessing if the candidate is right for the job, they too are assessing if you are the right fit for them. More often than not, experienced candidates will also be interviewing for other opportunities, so first impressions are important on both sides.

  • Speed is vital. Ideally hold all interviews over a few consecutive days. This gives a better opportunity for comparison while fresh in your mind.
  • The interviewer – needs to be organised, welcoming, approachable and on time. Having a second person in the interview is a good way to provide a second opinion and new dynamics to the interview. A team leader, HR or colleague the employee will be working with is a good addition to a face to face interview.
  • Set a time frame and ensure you have a prepared list of key questions to be asked at every interview – this gives you a true measure for comparison and simplifies the decision process. These questions should be a mix of open-ended and behavioural questions relating to situations they are likely to face in the role and how they have handled these situations in past positions.
  • Benefits – don’t forget to promote the benefits of working in your organisation. Describe the culture, team environment and opportunities for career progression or training. Tell the candidate why the team likes working here. Remember they are comparing with other employers they are interviewing with.
  • Explain the interview process and time frame to the candidate. Are you holding 2nd interviews? If so what is your time frame? Are they required to complete an aptitude test?
  1. Reference check

Thorough reference checks can give you a good idea of how the employee preformed at their last position and an indication of what they may be capable of under your guidance. A referee can also address any areas of concern you may have.

  1. Be quick to finalise the contract and make the offer

Determine the employment package including salary, leave & start date. Expect to negotiate and have a maximum salary in mind. Put it in writing and send to the potential employee. You don’t want to lose your star candidate to another opportunity because they were disheartened by a lengthy interview & selection process.

Now you have your star candidate on board, don’t forget to ensure you have a structured induction program in place.

 

Kristi Gomm

 

Tags: Employer Employing New Staff Recruitment

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About the Author

Kristi Gomm

Kristi has been a member of the inPlace Recruitment team since 2001. Kristi has established excellent relationships with our clients and she brings a wealth of recruitment knowledge and experience to her role as well as over 15 years travel industry experience. In 2014 she moved into a Marketing position and is now the Marketing Manager at inPlace giving Kristi a chance to put her creative talents to good use.