efficient screening tips: minimising time wastage in your hiring process


By Chris Andrews – Managing Director

Efficient hiring processes allow organisations to attract top talent and maintain a competitive edge. Lengthy and inefficient processes, however, can result in wasted time, missed opportunities, and frustrated candidates. Here are some practical strategies to help you streamline your hiring processes.

Define, clear job requirements

If your workforce planning process is working, the job requirements should be clear from the get-go. A tiered approach can be very helpful for hiring managers to move more quickly through this part of the process. So, in tier one) what are the key objective requirements, for example, hard skills (such as languages), salary parameters, location and qualifications. Once these are sketched out, you can focus on tier two) functional skills and personality traits that will ensure you can do the role and fit the team/culture. The final tier is motivation – giving you three layers of screening that are gradually more subjective (and require more effort to assess) as you move through the process.

Implement a tiered screening process

Your screening process should take applicants through the three tiers of screening while ensuring that the experience itself is positive, proactive and thorough. The groundwork from the job requirement stage means you can confidently assess what good looks like, allowing you to conduct more structured interviews and provide feedback. Candidates who pass tier one should be met or screened to understand tier two requirements. This generates your shortlist from which motivation should factor heavily in your selection.

In addition, interviews are also a great opportunity to showcase your employer brand and differentiate yourself from the competition, meaning you will have a wider pool of applicants to select from at final stage.

Collaborate effectively with stakeholders

While plans can change and timelines are often interrupted by life in general, it is good to start with a plan and a timeline. Establishing clear communication channels and efficient collaboration with hiring team members and stakeholders generates confidence in the process. You can further streamline decision-making processes by factoring in debrief sessions immediately after candidate interactions.

Remember. these are just three examples of stages in the talent supply chain that can have a huge and positive impact when streamlined and optimised across your business.

Our ecosystem of services enables us to evaluate the strengths and weaknesses across all stages of the talent funnel; Plan, Map, Brand, Search, Sell, Filter. Our experts provide tailored support across recruitment delivery, process optimisation and employer branding. Contact us for more information.