In 2020, the world is not the same. To say that the world will go back to its old ways is still a long-shot. In a scenario like that the entire market has shifted from its ‘normal’ course and taken a turn towards something which is, to say the least, unfamiliar. Most jobs have gone online with every operation occurring in the digital platform. Meetings, conferences, recruitment, termination, parties, you name it and it is conducted online.

According to a recent study, more than 63 percent of employees are aiming to switch their jobs this year. This may be due to various reasons like insufficient pay, heavy work-stress, propensity to choose a new career path, etc. However, this heavy job-shifting phenomenon has put considerable pressure on the HR departments of many organizations.

A high number of employees changing jobs means a high number of employees to be recruited by other organizations. This means that the recruitment process should be top-notch to handle these new candidates. It not only has to be efficient and accurate but also cost-effective and time-economical. 

WHAT DOES STREAMLINING THE RECRUITMENT PROCESS MEAN?

Since everything has gone online and there are numerous job boards and online portals where candidates can apply, the number of potential candidates has dramatically increased in the recruitment procedure. This has shown the inefficiencies in the recruitment strategy, evaluation procedure, and ultimate onboarding process.

Streamlining the recruitment process means that simplifying each level of the recruitment process to attain better productivity and efficiency while simultaneously economizing on the costs and efforts that are put in the process. This includes making changes like incorporating collaborations in the strategy, adding innovations to the strategy, automating the strategy as well as adding checklists in the process, While substituting the traditional long-haul strategies with these advanced ones, the recruitment process can be successfully streamlined.

WHAT ARE THE WAYS TO STREAMLINE THE RECRUITMENT PROCESS

Let us dive into a descriptive analysis of the tips and tricks to streamline the process of recruitment in an organization. 

Re-thinking access to the recruitment procedure:

Most companies, upon having a vacant position in their organization make hiring posts to attract candidates. In most cases, these posts or hiring calls are made on the same kind of platforms regardless of the type of the job, the need of the company, or the urgency of the position. 

This dilution of the job posting leads to the organization receiving thousands of applications. This slows down the recruitment process posing greater stress on the recruitment manager. This also poses a risk that the truly deserving candidates might get miss out due to the huge number of miscellaneous applications that have been received. Hence, to streamline the recruitment process, organizations should rethink the given access to their job postings.

Instead of posting the jobs in similar forums, the organizations can firstly, analyze these online job portals. Upon doing that, they can post respective jobs on respective platforms depending upon the kind of candidates that are generally found there. This will naturally filter the number of applications received. In addition to that, it will also filter the kinds of candidates that the organization is potentially looking for.

The organization may also employ a recruitment agency to cater to their needs. This means that the organization will showcase the job role as well as the kind of candidates that they are looking for. The recruitment agency then will do the outreach on the company’s behalf and therefore yield a pool of more specific and targetted candidates.

Sourcing candidates internally is also an effective way to streamline the recruitment process. Upskilling and reskilling existing employees are not only extremely cost-effective but also have proven to provide higher and better output in terms of productivity.

Incorporating innovation

In almost every field in today’s time, a degree of innovation is needed for the operations to function properly without many bottlenecks. It is the same for the HR process. The numerous software and systems that are out there in the market help streamline the recruitment process in multi-dimensional ways. Be it the Applicant Tracking System (ATS) to filter the candidates or the numerous psychometric and personality tests to evaluate the candidate’s current and future potential of the organization.

Incorporating systems like ATS ensures that the applications are automatically filtered according to the company’s requirements and hence the recruiters have to only evaluate the candidates who have the required KSA. Also, traditional ways of evaluation are time-consuming and have an element of human error in them. However, various online psychometric tests are relatively highly accurate. They make sure that a candidate is the right fit for the job both in the short run and in the long run. This is significant because people with a certain set of personality traits are proven to be better at certain kinds of jobs.

Automating the recruitment process 

While attempting to employ candidates with a relatively more basic skillset, the automation process works better than any other. 

This incorporates potential candidate sourcing through automatic enrollment advertisements, prescreening with the assistance of a robotized list of reference scrubbers, screening with video-examining tools that search for body signals, and word decisions in a pre-recorded video interviews, and speaking with applicants in regards to their application. The process of automation may likewise be reached out to different parts of Human Resources, such as onboarding.

Create Check-lists through different stages of the process

To think of it generally, the recruitment process can be extremely messy given its ever-changing nature. Various functions of the process are always overlapping and the need assessments are equally dimensional. 

To smooth out these different situations, it is suggested that an organization fabricates a work process outline or a work-flow chart. This will rundown each progression in the recruitment process and how to continue with the work process contingent upon the candidate or the part being referred to. This guarantees that recruiters can execute a smoothed-out recruitment measure despite candidate contrasts.

SUMMING UP

Streamlining the recruitment process is the current need of every modern organization. Bogged down by the open access to candidates, and a high rate of new candidate-influx, streamlining the entire process is probably the closest sure-fire way to ensure productivity as well as making the process economical and time-economical.