September 11, 2018

The talent search is at its best when you can combine speed and accuracy. Each of those traits is less useful without the other, as your business won’t benefit from a fast recruiting process that brings in an unsuitable candidate or a talent search that drags on for much longer than necessary. The human resources department must become highly methodical about scouting for top applicants and efficiently bringing them on board. Having a well-considered and repeatable process will make these endeavors smooth and effective.

Determining Company Needs

When your organization is unclear about its needs and requirements, the recruiting process immediately becomes more difficult and less precise. Everything from accurate job postings to relevant interview questions stems from an internal assurance about what production your business hopes to get from the new employee. It may pay to consider not just what the previous worker accomplished, but any additional contributions the organization wants.

In a previous blog post, we spoke about ways to enhance the relationship between recruiters and hiring managers for faster and more consistent hiring processes. This is a key part of running an effective human resources department.

“Making the talent search flow seamlessly is best achieved via an applicant tracking system.”

Conducting your Search

Today’s job searches are conducted through many channels and multiple methods. The Society for Human Resource Management specified that the modern process consists of online posting, pre-screening, preliminary assessment, in-depth examination and verification of qualifications. These steps should flow seamlessly together, which is best achieved via an applicant tracking system. When candidates’ data is kept in a consistent and easily accessible form, the many stages of whittling down the field are relatively easy to accomplish.

Recruiting the Prospects

Getting down to a few top candidates is a mere prelude to interviews and negotiations with the most serious and qualified applicants for the role. Recruiting Process Outsourcing Association contributor Emily Watts explained the modern interviewing process shouldn’t default to the one-on-one model in which a single person deals with all incoming candidates. Getting internal employees involved allows applicants to get a good, varied impression of your organization, while also delivering a more rounded and complete view of that potential new hire.

Automating with Technology

As the SHRM noted, there’s a need for a strong technological backbone behind today’s recruiting and hiring efforts. There’s no reason not to invest in these solutions. Hiring and talent management are musts for companies of all kinds and having a dedicated way to manage data ensures each step can proceed logically.

Technology is infiltrating every area of business operations, and there’s no reason your company should skip over HR. Suffering a drawn-out hiring process can lead to escalating costs over time, while getting the wrong person for a role just puts the business back at square one. The value of good talent searches is clear.

Choosing the right applicant tracking system is important, and we spoke about what to look for in a previous blog post. Ultimately, you should look for optimal solution that will fit your company’s overall objectives and day-to-day operations.

To learn more about our applicant tracking system, HRadvocate, designed to improve the talent acquisition and candidate experience, click here.