How to Fast-track the Process of Personnel Selection?
In the work of a recruiting manager, there are often cases when the timing for recruiting new employees is not very good and often some positions stay empty. Advertising, investing in your "HR-brand," does not always fast-track the personnel selection. Effective involvement of personnel (working with news portals, educational bodies, networking) is only part of the work. In today's reality, there are factors that negatively affect the timing of recruitment, which in its turn slows the rate of hiring.
The reasons can be different, but the most frequent ones are the as follows:
The absence of an HR-department in the company
A small budget
HR-manager being too busy (there is simply no time for selection)
The conditions of work and compensation (for example, wages, lack of bonuses, remoteness from home, etc.)
These factors directly affect the speed of recruitment and the timing of vacancies filling.
So how can we help the company overcome negative factors and shorten the terms of recruitment?
It is important to understand that attracting candidates is only a part of the process of shortening the time frame of recruiting which does not always meet expectations. For example, in the case of low salaries in the company, investing in your HR-brand will not bring the desired results. In order to really overcome the negative factors that affect the speed of selection, it is necessary to invest in "resources" and in "working hands". With resources, everything is more or less clear - sites about work provide staff involvement. But, what if there are not enough resources to attract and recruit staff even if you get enough “resources”? As for "working hands", here we mean the number of people employed in the search for personnel. It is not uncommon for middle managers and department heads to take part in the process.
A recruitment agency is also an effective investment.
A recruitment agency, as a rule, has a call specialist (researcher) and a specialist who meets with candidates. Thus, they have both "working hands" (at least two) and resources - as a rule, recruitment agencies have access to all paid resources and their own candidate database.
At the same time investing in paid resources is only effective when it comes to candidates who are actively looking for a job themselves and who uploaded their resumes to job sites. But is it worth it when HR-managers work with candidates who still have a job? In these cases HR-agencies are a much more effective solution – they have a personnel database and 10-15 job sites where they constantly renew the vacancies.
Active attracting of candidates (working with news portals, educational institutions, networking) does only part of the job, and not always brings the desired results.
In today's reality, there are factors that negatively affect the timing of vacancy filling.
In order to really overcome the negative factors that affect the speed of selection, it is necessary to invest: in "resources" and in "working hands"
Using a recruitment agency in the process you can finish the task twice as quickly.
In conclusion, I want to note that recruiting with the help of a recruiting agency is an excellent way to save on the timing of staff selection, and the alternatives are costly and do not always work.