The latest news and advice from our recruitment experts.
Most aspects of life involve coping with the frustration of gridlock – whether it’s being stuck on State Highway 1 on a public holiday, waiting for a planning proposal to get through council, or twiddling your thumbs while being put “on hold” when contacting an organisation via the phone. But when the congestion and hold-ups affect your business, that wasted time is wasted money.
Bottlenecks can, of course, occur in every aspect of a business and are mostly out of your hands – freight gets delayed, key decision-makers take annual leave, and machinery and technology break down all the time – but when it comes to recruitment, most blockages in the process can be spotted and ironed out.
Which is extremely useful since issues surrounding recruitment tend to be extremely visible in a company. For example:
So where do these bottlenecks typically occur in the recruitment process?
1. Strategy: It’s important to have a long-term approach to your recruitment strategy. Failing to be able to identify peak times for business and for potential “churn” can leave you behind the eight ball even before the recruitment process starts. And because any recruitment process is likely to involve multiple people from your organisation, you should have an agreed strategy of how those people should interact.
2. Approaching the market: Where are you looking for candidates? What media will you use? How do you want to “sell” your company to potential employees? What specific roles are you looking to fill? Are they different to roles you’ve previously required?
3. Processing applications: The time it takes to fill any new appointment is key to an efficient system and the most clear-cut delay is the initial interaction between a candidate and an employer. Equally, when an employer is inundated with responses, they need a system to cut straight through the deadwood to see the bright flowers beneath.
4. Decision-making: Do you have the right level of involvement from all key decision-makers? And do they have access to all the relevant information on candidates to make their judgments? How long are hiring managers taking to review applicants before reaching a decision? And how many candidates need to be interviewed? How are you communicating to successful and unsuccessful candidates.
5. On-boarding: Even once a successful candidate has accepted a role, it’s vital to have all relevant company teams swing into action. The time it takes to get an individual up-and-running might require payroll, HR and specific managers to all take time to complete important paperwork – but the time it takes that individual to become a cost-effective hire will rely on training and planned interaction with other company employees.
6. Reviewing process: This is where the recruitment process becomes cyclical because failing to constantly review both the process and how new employees perform in the workplace will mean that you are unable to develop a meaningful strategy around building an efficient workforce. In many ways this is the most hidden of the potential bottlenecks – but identifying when your recruitment reviewing process has ground to a halt will most likely help smooth out other issues in your system.
The route to a streamlined process is to identify potential bottlenecks before they occur and provide the tools, work environment and technology to prevent them.
Broadly speaking, this means focusing on three key areas:
For more information on how QJumpers can provide recruitment software and services to help streamline your recruitment process, contact us on 0800 758673, firstname.lastname@example.org or via the website.
It appears you are visiting QJumpers.co.nz from the USA.