4 Practices to Shorten Employee Hiring Cycle

By Archna Oberoi | 4th July 2018 | #verification importance

Scuffling through countless number of resumes and filter them to shortlist only a few, relevant candidates is a dreading job for HRs and recruiters. The process of hiring is long and sometimes take longer than expected to appoint the candidates who are the best fit for the organization. 

However, with a systematic approach for hiring, the recruitment managers can ensure that they cut down the time of assessing and verifying a candidate. Here are 4 best practices that can help to set focus on and fasten hiring process. 

1. Be Clear about the Expectations in Job Description 

The first point of contact between an aspirant and the company is job description. It gives an initial picture of company’s expectations from the candidate, which should be detailed and clear, so as to ensure that a candidate does self-evaluation for his abilities for the position, profile, or the company. 

2. A Virtual Conversation with Resume can help in Shortlisting

While resume say a lot about a candidate, it should not be the only mode to shortlist the candidates for interview. A view at resume should always be followed by a virtual conversation (telephonic or a video conference) to ask questions that were unanswered in the resume. For example: A conversation can help to evaluate the communication skills or can help to judge the basic qualifications with questions asked about the same. 

3. A List of Questions to Check Soft Skills during F2F Rounds

No matter how qualified a candidate is for the vacant position or profile, it is important that his technical skills complements his soft skills, which includes their ability for conflict resolution, leadership potential, teamwork, adaptability etc. For this, a set of questions can be prepared beforehand that helps to analyze a candidate’s soft skills.

READ MORE: 3 Critical Skills to Assess in a Candidate while Hiring

4. Verify Candidate’s Abilities with Former Employer 

Once a candidate is assessed for his skills, the next step is to verify them. Background verification has a significant role in the hiring process as it helps to avoid bad hires, who are detrimental to company’s economical and cultural success. To confirm a candidate’s abilities, the first step is to receive their consent for the same. Once done with it, a line of contact can be set with former employer of the candidate who can verify crucial credentials important for hiring. 

While this can be done manually for fewer candidates, it is certainly not an option when for bulk hiring. Moreover, verification when done manually virtually leaves a communication gap. To stay safe, it is a recommendation to opt for electronic, automated modes of verification that also keeps a track of the conversation. 

If your organization has been following the manual verification mode till date, then it is high time to switch to a technological advanced way. OkHire, a background verification tool automates the process for the recruitment team, ensuring that there are no delays in hiring. In case you are facing challenges in employee background verification, schedule a demo of our automated employee screening tool, OkHire.

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