Hiring in fast paced industries: what to do
Hiring Strategies
Hiring Insights
Recruitment Process
Talent Pipeline
Candidate Experience
Table of content
Business Teams today are agile and crucial to meeting changing business needs of any company. Especially when most new businesses are aspiring to grow globally; revenue, transformation, digitalisation and market performance are factors that play a role in hiring and selecting high performing teams. And finding the right talent to achieve the desired business outcomes is the most critical component for success in these rapidly changing times.
Question is where to focus and which is the best way to hire, keeping speed, reliability, quality and simplicity at the core of the hiring process. There are largely two ways to fulfill hiring needs. Businesses have in-house teams that hire directly, or outsource hiring to agencies, both of which may be perceived as traditional methods and have their advantages and disadvantages. Yet, Talent Acquisition remains a much stressed-out function to find and hire the best talent. Fast-paced industries, characterized by rapid change and high demands, require a strategic approach to hiring that ensures the right talent is onboarded efficiently and effectively. To combat this situation here are essential strategies for successful hiring:
Streamline the recruitment process – It is only vital for hiring to understand the value for smooth operations of the entire end to end hiring process. A well-defined process always helps in best time and resource management with optimal human intervention. Screening and selecting candidates is time consuming and tedious, which is today aided by several AI based tools.
- Having structured interviews with standardized questions to ensure consistency and fairness in the selection process is one factor. These need to be reviewed and changed at regular intervals as well.
- Having an efficient interview scheduling system minimizes delays and plans interviews seamlessly.
- Automate where it is possible by use of platforms which help in more than one way. Select tools which have applicant tracking systems (ATS) to manage applications and filter candidates.
- To assess skills, companies can opt for AI based technical tests, situational judgment tests, or any other assessments to assess candidates' skills and suitability.
- Have systems which allow the HR department to fast-track top talent quickly and maintain the hiring pipeline for the future.
- Remove biases for achieving DEI goals.
Importance of technology and social media – In the neoteric times when AI, Automation and Social Networking are key pillars of sharing and distributing information; appropriate use of social media channels goes a long way in fulfilling the hiring requirements.
- Partner with industry-specific job boards to attract candidates with relevant experience and expertise. For e.g. LinkedIn / Indeed are generalist platforms, Dribble is for Designers, Hirein5 for hiring Tech Talent, etc.
- Social Media platforms like LinkedIn, Twitter (X), Instagram and industry-specific forums should be utilized actively to reach a broader and more targeted audience.
Define Roles and Expectations clearly – It is a given that if the JD (job description) is defined well, hiring becomes easy. Department heads must be clear on the skill set and experience required for the role and the same must be provided to the recruiters. This also helps the candidate in applying for the right role. A confusing JD could end up wasting precious time for everyone.
- Accurate job descriptions attract suitable candidates and set clear expectations.
- Clearly outline competencies like skills, experience, and attributes as per role requirements defuse confusion between candidates and role.
Highlight Company Culture and Values – Organizations must proudly highlight their company culture and strongly emphasize their core values to attract the right candidate, who sees the purpose and mission that your company carries. Aspirants also evaluate companies who walk the talk.
- Highlighting company culture and values in job postings and during interviews is good exercise to attract candidates who are a cultural fit. Most hiring managers get to know instantly how well the candidate comes close to set expectations.
- Companies can make use of testimonials from current employees to provide authentic insights into what it is like to work at your company. This can be published on the social handles or websites. Employees are an asset and add volumes in establishing company persona. When employees are treated right, they become the brand ambassadors for the company.
Progressive Compensation and Benefits – Compensation and benefits from the job score top relevance along with company culture and values thus this factor must be given absolute thought by the companies. Organizations who like to pay well and believe in uplifting employees from time to time by means of training and events are highly ranked in the job industry.
- Every company should ensure that compensation packages are competitive within the industry as this factor attracts top talent. Researching and staying updated about competition offerings for the same role is important. Companies pay by means of salary, E-sops, retention bonus, relocation bonus or buy out in case of immediate joining.
- Employee benefits span from health insurance, flexible working hours to professional development opportunities & continuous growth. This is why we see most leaders spend longer durations with few organizations only.
Develop a Strong Employer Brand – Companies must invest well in promoting them as Brands. Other than marketing their goods and services, culture, and values it’s important to be seen on the world map progressing. Being present at all possible relevant forums and events & contribute, is instrumental in establishing company persona.
- Just like personal profiles, company profiles are equally vital and require key factors to maintain a strong online presence and positive reputation through social media, company websites, and employee review platforms. Participate in events, webinars, and community projects to enhance your brand visibility and reputation. Aspirants research before investing their time and interest into any organization and if the company lists well on these factors, it’s a win-win for both company and aspirant.
Build and secure the Talent Pipeline – Companies can build a reserve of candidate profiles. It is obvious to reach out to multiple aspirants even if the requirement is single. So, what happens to the other shortlisted profiles. Idea is to not dispose of their candidature and secure them for later requirements. The effort on shortlisting is already done and a matrix can be used per JD, skills, and experience so that they can be reached out later instead of reworking.
- It is too ideal that there is no recruitment happening at any given time in any of the organization. It is only a matter for time when the urgency to fill the role becomes critical. Thus, the ongoing recruitment efforts should be used to build a pool of potential candidates for future openings as well. Internships and graduate programs attract young and experienced talent too and a few times companies find better fit via such drives.
Prioritize Candidate Experience – Interviews are also an opportunity for the companies to present themselves in an affirmative way when dealing with candidates. Communication methods and ways play a vital role. Delays and excuses in updating candidates speaks poorly of the organization.
- Timely updates to candidates about their application status and next steps builds their interest and engagement towards the company. Discipline is key here and shall be taken seriously. Sudden interview requests shall be avoided. Setting an interview calendar allows both (aspirant and company) to understand what to expect.
- Post interview feedback to candidates, improve their experience and uphold your company’s reputation. Applicants read company reviews on job boards and people with bad experience list their feedback. Companies can avoid such negative actions by only being transparent about feedback.
Onboarding & Training – When any candidate is made an offer, their joining plays an equal important part. From documentation to onboarding, relevant training on company policy shall be provided in detail.
- To make onboarding effective companies shall have a comprehensive onboarding program that acclimates new hires quickly and easily integrates them into the team they will be part of.
- Providing training to grow is cost effective in the longer run for companies. For employees it is part of development opportunities which helps them stay updated with industry trends and enhance their skills.
Agility, precision, and a proactive, well thought out approach are required to be successful in hiring in fast-paced industries. Above mentioned steps can attract and retain the talent needed to thrive in dynamic business environments. And Hirein5 platform provides automation with their AI components for ease of use that enables building a robust talent pipeline and promotes a positive candidate experience for sustained success. Hirein5 helps hire technical staff on the go, and facilitates candidates to position themselves for engagements without any restriction. The intuitive workflow and AI components allows employers to efficiently assimilate candidates’ data on one platform enabling faster decision making to hire Top Talent. Want to know how? Contact us for a demo.
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