Simplify Your Hiring Process

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Some companies dread having to hire a new employee. The process can be time-consuming, expensive, and at times frustrating. And after interviewing, you may not even end up with the right candidate. Simplifying your hiring process so you are ready to hire the moment you need someone can help your business on multiple fronts. When you simplify your hiring process, you can fill the position faster, spend less time and money, and ensure the candidate is the right fit for your company.

Job Postings

Start by creating a job description template with a starting salary range that all of your job postings can follow. Next, get ahead of the game and outline your current company job descriptions now! This allows you to post an opening as soon as it’s needed. If you are handed a two-week notice, this will reduce the days your team feels the pinch of being short-staffed. You can also openly share job descriptions and salary ranges internally so employees looking to grow within your company will know the expectations and skills they need to obtain a specific position within the company. 

Ask For a Cover Letter

Unless your candidate will fill a role that requires them to showcase their writing, branding, or selling skills, ask yourself if you want to require a cover letter. If the answer is yes, determine what you hope to learn about a candidate from their cover letter. If you are going to invest the time in reading a cover letter, offering candidates some direction on what to include might be beneficial if you are looking to learn something specific. 

Interviews

The 10-Minute Interview 

What better way to simplify your hiring process than with a 10-minute interview! Knowing that you only have 10-minutes with a candidate allows you to pinpoint the most important questions to ask and more quickly determine if they are the right fit. Outline five to ten interview questions in the first round of interviews and stick to only these questions. It is tempting to go on a tangent if a candidate answers a question with an interesting response, but don’t! We recommend noting the follow-up question and asking it during a second interview if they are a possible candidate.

The Second Interview 

Fewer candidates should be brought in for a second interview. The exact number may differ based on the number of original candidates and the position being filled. These interviews should also be longer and potentially less scripted. It is still important to have a list of questions to ask each candidate but pursue follow-up questions during the interview to fully understand the candidate. Generally speaking, we recommend no interview process should extend past two interviews.

Job Offer

Send a personal response to every candidate you interview. It can be a templated response but include a personal introduction. This shows that you valued your candidate’s time. If possible, respond to every person who applied for the job even if they didn’t receive an interview. Responding to all applicants shows them that your company makes decisions within appropriate time frames and that they aren’t going to hear from you months later asking for a job interview for a job they no longer remember applying for. 

Send a personalized email with the job offer and a copy of your employee handbook attached for the candidate you wish to hire. 

When you simplify your hiring process and build structure, you ensure candidates have the best possible experience.


Need help? We can help you streamline your hiring process by creating structure and proper documentation, including job descriptions, interview questions, job offer templates, and onboarding checklists.

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Heather Morrison
Heather is the VP of Operations at Innereactive and we are lucky to have her. She has over five years of experience running an HR department and enjoys helping businesses like yours find solutions to their HR needs.

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