5 Productivity Hacks Essential for Hiring

5 Productivity Hacks Essential for Hiring

Finding the best candidates and moving them through the hiring process while also providing an exceptional candidate experience there’s a lot to do, and only so many hours in the day to do it.

That’s where productivity hacks can help.

  1. Get key decision makers to vet sample resumes before kicking off your search
    Take a moment to check in with key stakeholders before you start your search. While this might sound like an extra step, trust us, the minutes you spend here can shave hours or even days off the process.
    At the end of this simple process, you’ll have a clearer picture of the ideal candidate, which will make writing the job description a breeze.

    How to do it?
    1. Put 10 minutes on the relevant manager’s calendar
    2. Bring sample resumes that impress you to the meeting
    3. Ask them to vet the candidates in front of you
    4. Take note of what impresses them and what puts them off

  2. Chunk off time on your calendar to dedicate solely to sourcing
    When you’re sourcing, it’s easy to get distracted by emails, calls, and a dozen other tasks. That makes you
    less efficient; it’s tricky to stay in the right mindset when you’re constantly shifting gears.
    We recommend chunking off time on your calendar to dedicate solely to sourcing.

    How to do it?
    1. Assign time to specific tasks
    2. Cancel meetings during those blocks
    3. Turn off notifications; let coworkers know not to disturb you
    4. Put your head down and start sourcing!

  3. Incentivize referrals to build a qualified pipeline in no time
    Referred candidates are more costeffective to hire and tend to stay longer in a role. Referral bonuses encourage employees to dig into their networks. You don’t have to spend a lot of money – even a small gesture like offering gift cards for coffee shows employees their efforts are appreciated.
  4. Keep your first message short
    Writing exhaustively long messages will really slow your outreach efforts down. You’ll spend more time drafting messages that candidates are less likely to read to the end – and even less likely to respond to. Focus on keeping messages concise. Give candidates just a taste of what you have to offer and make them curious to learn more.

    Aim to stay under 100 words. LinkedIn found that messages with fewer than 100 words tend to get
    higher response rates, while those that crest the 200-word mark are far less likely to encourage a response, so it pays to be brief.

  5. Pay attention to candidates’ speech patterns to help predict their job performance
    High performers tend to use first-person pronouns more often, and they’re more likely to answer in the past tense, using the active voice.
    Low performers are more likely to use second- and thirdperson pronouns and the passive voice when describing their experience. Present and future tenses are also more common.
    These patterns can be valuable indicators, so be sure to take note of what you observe in conversation.

    How to identify a high performer? Some potential clues:
    1. Shares stories of past workplace experiences
    2. Uses the active voice such as “I’m excited to…”
    3. Incorporates first-person pronouns like “I” and “me”

Source: LinkedIn


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