As a business owner or hiring manager, it’s sometimes imperative that you make a quick hire in order to meet the needs of your growing industry. One of the biggest issues that are faced by decision-makers is how to make a quick hire without compromising the quality of the employee.
Hiring processes are deliberately long-winded and often staggered out into different sections in order to get a real sense of how an individual thinks, acts and the potential they have with the company. It’s difficult to get a real sense of the benefit that a candidate could bring to your business without spending enough time with them.
This is often the case for hiring managers who do not have the resources to make a successful and beneficial quick hire, but this is something that could condense and revolutionize the hiring process for all businesses, as opposed to just those who need to make a quick hire. Here’s how to hire the perfect candidate quickly, with a more condensed and quality-driven approach…
Create the right marketing plan:
Having a well-executed marketing plan for your hiring requirements will draw potential candidates to your business, which can help to make your search much quicker and more concise. In order to produce a successful marketing plan, you must create a campaign that has clear goals in line with your growth goals.
Before you begin searching for the perfect candidate, you must first have a clear understanding of everything this entails.
During the hiring process, it’s important to assess which qualities are necessary to complete the role successfully and also which qualities are desirable.
In your marketing plan
- It’s important to be equally as flexible as you are intransigent.
If a candidate comes along who ticks most of the important boxes but needs development in some areas, you have to assess the potential of this individual before you dismiss them.
Do they have the potential to be great for the company? Do you have the resources to be able to get them up to speed quickly? If you believe this to be true, then do not let them go in the meantime. Once you have a clear understanding of what you are looking for, you need to make sure that your business is something that candidates are looking for in equal measures.
- Be sure to highlight the perks of the job
i.e. a 2 pm finish on a Friday, or a bonus structure.The selling point to your business is the most important part of your recruitment marketing plan, as they could be the reason that candidates choose to apply.
Refine your options quicker:
It’s important to only progress with ‘A players’ when making a quick hire. Scaling for quality will mean that only quality is brought on board during the hiring process, this will lead to quicker and more bountiful success for your business.
Each new person who you hire should be more talented than the last, this will help to grow your business into a much more accomplished and substantial operation over time. Hiring extremely talented people will create an environment that breeds talent and motivation.
Look for leadership potential:
It’s important to make sure that you hire people who could lead a team in three years or less. Business is very fast paced and a lot can happen within that time. One of the biggest mistakes that hiring managers can make is to hire an individual who is perfect for the role, but who shows to motivation, or who do not want to progress within the company.
Instead, it’s important to make sure that you create a work environment where individuals can grow and become more successful and in charge of their own workloads.
Always evaluate the cultural fit:
Cultural fit is a buzzword that is thrown around a lot by HR professionals, recruitment managers, and directors, so much so that it has lost all meaning and authority. Cultural fit is actually one of the most important elements of the hiring process.
It’s important to evaluate your existing team and how well your candidates will fit in with them. This will help to create a better working environment and will mean that your team works in synergy, rather than against one another.
Quick interviewing techniques:
Now that you have a clear understanding of the type of person you need to hire, it’s important to make sure that you are asking them the right questions quicker.
- Sometimes the best way to find the perfect candidate is to see as many people in the shortest amount of time.
- Be sure to check their background, to ask them questions that will give a better understanding of how their mind works, what they hope to achieve in the future, what they are looking for in a role and how they will slot into your whole operation.
After these steps have been completed, you will find it much easier to have an understanding of who is right for the role, and who is better suited elsewhere. Once the technique has been perfected, then your entire company’s hiring structure can become much more refined economically successful in many respects.