Before beginning the recruitment process, develop a clear idea of what you need and want from your new recruit so that your decision making can be as efficient as possible. Be sure to cover current business needs, but if you envision hiring a candidate that can develop in their role and the business, remember to note down the personal qualities that will speak to this potential. It’s also a good idea to consider whether or not you need to see work samples to accurately gauge skills. By asking candidates to bring everything you need to the initial interview, you won’t find yourself waiting for the second round to view these materials.
Play it smart
Little things like scheduling multiple interviews in one day can help speed line the requirement process so you can quickly move into the next step in the process. It’s also a good idea to prepare any additional paperwork or testing in advance and have new contracts in the pipeline from day one of the process. And when you’ve made your decision about the next great addition to your team, don’t delay in making an offer! If the decision has been made on Tuesday afternoon at 4pm, don’t wait until Wednesday morning to pick up the phone. A lot can happen overnight!
Have a back-up plan
As you go through the recruitment process, you should absolutely commit to and be enthusiastic about the best case scenario, but despite everyone’s best intentions, sometimes things just don’t work out. It can be incredibly disappointing but there’s no time to wallow in self-pity… you’ve got to keep the ball rolling. If your desired candidate does reject your offer, having a backup plan in place and keeping candidates warm allows you to keep moving rather than starting from the beginning again. It means that you can get in touch with your second choice – who is undoubtedly still an amazing hire, otherwise they wouldn’t be your fallback in the first place – and move forward with ease.