So how do you save time, ensure a smooth hiring process, and win the best candidates in the market?  

1.  Brand is everything. Your identity is central to the quality of candidates you can attract, and your web presence is the window through which they will interact with it. Subsequently, it’s critical that it represents your culture and values effectively since candidates will encounter your company here before they ever apply. Your careers page should be the central feature of candidate web engagement and provide a clear picture of why yours is a welcoming and rewarding team to be apart of.

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2.  Sell the dream! Applicant engagement is only one half of the journey, and to secure the best candidates it’s crucial to make the hiring process as intuitive and efficient as possible. Start by automating the email sending process and ensuring that you are actively equipping desired applicants with company information, interview preparation, feedback, etc. The time spent on bolstering this process will pay dividends in the long run.  

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3. Get the computer to do it. As within candidate interactions, automation is a powerful tool that can exponentially increase the efficiency of the hiring process. Rather than devoting valuable human labour to simple and repetitive tasks, ask where machine intelligence can take the lead – particularly with regards to applicant data or large-scale email communications. The use of keyword searches can save countless hours trawling through CVs for a specific candidate. Moreover, the/ capabilities of machine intelligence in the hiring process are only increasing, so becoming familiar with them as soon as possible will benefit your organisation in the future.

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4, Source from the source! During the hiring process, an effective applicant tracking software is one of the most powerful support systems you can employ. The reason is that this software will create a database of all applicants you get which will allow for easy search and reference when needed. Not only will this save time searching through old or incomplete correspondence, but it can help you in spotting patterns in applicant talent that can inform future hires as well as saving costs on advertising and recruiter services down the line.

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5.  Right under your nose. Ideally, an organisation should always look first within their own ranks when trying to fill open roles since this guarantees a candidate already familiar with internal processes, brand values, and who is integrated into the company culture. However direct hiring is not the only benefit to be reaped here, even if you can’t find a suitable applicant among your existing employees – they might be able to source one for you! Setting up a referrals scheme that incentivises existing employees to engage with suitable friends and colleagues on your behalf can save you valuable resources while also bolstering their personal loyalty to your organisation and goals.

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The ideal strategy for effective, expedient hiring programs calls for a balance between classical storytelling – with your applicants as protagonists – and the booms to efficiency and accuracy that cutting-edge technology can provide. Stryve specialises in striking such a balance and can help you find yours, discover how we can do that here.

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