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High Growth Recruiting: 5 Ways to Hire Faster

 

 

 

It takes an average of 24-28 days to fill sales, engineering, IT, Operations and other similar positions… And when it comes to quality – the best candidates are off the market in 10 days. Moving fast in the hiring process is critical when your business is growing and you need good people in your office…yesterday. Not only do unfilled positions cost you production – it costs you thousands of dollars in potential revenue.  

 

Here’s 5 ways to make the recruiting process faster when you are in a high growth period and help close the gap on your untapped revenue and production.  

 

 

Recruitment Marketing –

Here’s the secret sauce you're missing:

 

Don’t lose the war on talent before you make it to the front line. Invest time in the beginning to have your job descriptions and messaging at an elite-level because it will prevent you from needing to rethink everything if candidates aren’t engaging with you and you hit a roadblock.  

 

1. Job Description Optimization -

The most important thing you can do in your job descriptions... 

 

Define your ideal candidate – both with your team and on paper. Make sure you know exactly what you are looking for before you start looking for it. Reevaluating who you need for the job mid-way could cost you weeks or months. Or even worse – you hire the wrong person because you didn’t define the needs well enough before pulling the trigger. And when you're hiring at high volume - multiple people for one department...that's not a mistake you can afford to repeat.

 

By making it clear in the job description – expectations are set for both you and candidates.

 

To define the ideal profile - identify 4-6 “Must-Have” core characteristics of this candidate. Then make the description “You-Centric”. 

 

Rather than listing a requirements sections, list the characteristics of this ideal candidate. 

 

For example: “You are collaborative – eager to work across multiple functions and take direction when needed.” Or “You are process oriented – focused on execution, prioritization and time-management.”

 

When there is a baseline skill that is needed in order for the candidate be qualified you can still make that "YOU-Centric" and tie it into identified characteristics. E.g. “You are an expert in Salesforce – able to execute and develop new processes to create an efficient sales pipeline.”  

 

Look at past winners on your team to determine these characteristics and skills – it will help boil down the “Must-Haves vs. the “Nice-to-Haves” when defining this ideal candidate. 

 

2. "The Value" in Messages to Passive Candidates

 

Of course, not all candidates are coming to you through your website or job boards. Outreach to passive candidates is needed – which are those that aren’t actively looking and makeup over 75% of the workforce.

 

So, what’s the strategy? Write a custom message for each candidate you target or can you have success with quick templated messages?

 

It depends.

 

For truly high volume positions where you are on-boarding classes of new hires each month – it may not be feasible to draft a custom message for each candidate.

 

You simply won’t be able to reach the type of volume needed (some personilization and tweaks are necessary, but for the most part the message remains the same). But for positions that are high-level, hard-to-fill, niche roles – it may require a more custom approach.

 

Regardless – one thing remains true for any message that you send...

 

Drive home the value! Segment the ideal candidates for each job into different demographics or personas based off what you know is important to them on a professional and personal level.

 

Then determine the value that you want to drive. There’s 3 things to consider – the value of the company, the value of the role, or both.

 

For example, with a junior sales candidate – the value may be around career progression. And how this role could help set the course for the rest of their career with training and opportunity for growth. 

 

Or for a more seasoned professional – you may even choose to focus on location – and the opportunity to work away from the city and closer to home.  

 

The great things is - now that you've identified the ideal candidate profile from the beginning- you can make this type of determination.

 

Compelling messaging is key for setting up and speeding up the hiring process – it’s the tool the can separate your recruitment process from everyone else’s.

 

3. Remove Subjectivity out of Interviewing:

Implement Structured Interviews

 

The goal of a structured interview is to evaluate candidates on the same playing field. This is done by using standardized questions that are designed to assess characteristics.

 

Revisit your job description and the key characteristics that you identified for the ideal candidate profile. Ask questions designed to score them on these characteristics. When you’re in high growth mode and hiring multiple people for one type of position this is especially key because you need to build a repeatable process.

 

This will not only help you evaluate candidates better it will help you standardize your interview prep and create a better process with your team. They will have a clear understanding of their role and what they should be looking for.

 

Here’s an example, for salespeople the key traits/characteristics you may identify could be initiative, communication and perseverance.

 

For evaluating “Initiative” ask them what they would do in the first 30 days to be successful.

 

Or for “communication” – give them a role-playing scenario where you test their ability to listen and think on their feet.

 

Have everyone on your team ask different questions for each CORE characteristic to get a variety of answers then score their answers using a scale of 1-5. 1 being a very poor response and 5 being an excellent response. Look to Identify patterns and make an evaluation on the candidate based on how their score matches up with the ideal candidate profile

 

Structured interviews help mitigate gut feelings when evaluating candidates – where your team is split on someone and no one can quite put a finger on the true area of concern. And as a result things get held up. But by having proof in a score card to rely on it can make things move much quicker.

 

This will serve a purpose for second interviews because you will know which areas of concern to readdress if you decide to move forward and track if they are able to score better on areas that are deal breakers.

 

4. Know Your Numbers!

Develop Daily, Weekly, Monthly Goals 

 

Recruiting should be extremely metrics driven.

 

You have to know the numbers that are needed to be reached every day, week and month in order to hire quickly. 

 

To arrive at the right numbers and goals to hit – look at your overarching hiring goal.

 

Let’s work through it with an example – you need to make 20 hires in 5 months.

 

For this example – let’s say all priorities are considered equal that’s 4 hires a month. Start from the beginning of your pipelining and outreach.  


Here's what you may find.

 

Every 10 unique outreaches = 1 phone screen.

1 out of 4 screens lead to an in-person interview.  

1 out of 3 interviews lead to a second interview and further.

From there 1 out of 2 remaining candidates get hired.

 

By working backwards you know that to get 1 hire you need to build a pipeline of 240 candidates.   

 

240 outreach messages = 24 screens = 6 in person interviews = 2 second in person interviews and beyond = 1 hire.

 

If our goal is 4 hires per month (over 5 months) - then the monthly goal is 960 outreach messages, 96 screens, 24 interviews, 8 second interview = 4 hires. 

 

Now you have to determine your daily goals and that comes down to the bandwidth of your team. If you need 24 screens to have 6 interviews you need to determine how to divide and conquer to ensure you’re hitting these numbers on time in order to reach that 5-month goal. 

 

One question to ask is how to get this data from the start. Look back at past hires and make conclusions based on those metrics. Or start new and evaluate after the first month.

 

5. Go to the Experts

 

The tricky part is if you don’t have a month to evaluate.  

 

And when you’re scaling and trying to make hires quickly - dividing and conquering can be a challenge with the bandwidth that you have.

 

You may be looking at a few options:

 

A full-time recruiter or an addition to your team. But what happens once the spike in hiring levels out? Sure – you may always have needs – but eventually the bandwidth could exceed your needs.

 

Or you may be looking at a staffing agency with commission-based recruiters where you pay per hire. But guess what – a headhunter is not going to put the time and effort to get this messaging, job descriptions, structured interviews or recruiting plan in place for you to make sure you’re making the right hire. Their goal is to make a hire, any hire, so they can get paid – not create a long-term strategy.

 

That’s why Talent Retriever aims to solves all of these problems by providing high growth companies a team of full-service non-commission-based recruiters that strategize and execute full service recruitment when you’ve reached the capacity of your internal bandwidth. We operate as extension of our clients to help them reach their hiring goals on time and on budget.

 

Interested in learning more? Click here and talk to the experts in high growth recruiting.

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