{"id":7948,"date":"2015-11-18T09:00:38","date_gmt":"2015-11-18T17:00:38","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=7948"},"modified":"2023-05-12T11:54:03","modified_gmt":"2023-05-12T18:54:03","slug":"hire-in-a-hurry","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/hire-in-a-hurry\/","title":{"rendered":"5 Quick Tips if You Need to Hire in a Hurry"},"content":{"rendered":"

Have you ever found yourself in a position where you have needed\u00a0to recruit in a hurry?<\/p>\n

Talk about pressure!<\/p>\n

Despite the best planning and intentions, \u2018stuff happens\u2019 and as a manager we can sometimes find ourselves feeling \u2018under the pump\u2019 to fill a position as quickly as possible.<\/p>\n

At the back of our mind, we know the truth in the saying \u2018hire slow, fire fast\u2019 but with a surprise resignation letter sitting on our desk, or knowing that the busiest time of the year is just around the corner, or that you just can\u2019t procrastinate any longer about taking on that extra person \u2013 you can suddenly find yourself needing to act now.<\/p>\n

How do you hire and get the best result, as quickly and as cost effectively as possible?<\/p>\n

Here are my 5 top tips for anyone who finds themselves needing to hire in a hurry:<\/p>\n

1. Know what you need<\/h2>\n

There\u2019s no point heading down the recruitment campaign trail if you don\u2019t know what you and the business are\u00a0really looking for. And it can\u2019t be some airy fairy, imaginary, out of this world type of role that, in reality, will prove\u00a0impossible to fill.<\/p>\n

Be realistic. Once you\u2019ve figured out exactly what you need \u2013 put it in writing \u2013 in the format of a written job description<\/a>. Neither you nor your recruiter should do one ounce of work on the role until the job description is clearly defined.<\/p>\n

2. Research – know your market<\/h2>\n

Many times when I\u2019ve set out to recruit for a client I\u2019ve had to give them a harsh reality check in terms of salary expectations and candidate availability.<\/p>\n

To avoid wasting time, choose an experienced, specialist recruiter to work with, one who knows your industry (as well as their own!) in order to increase the chances of a quick, satisfactory hiring outcome.<\/p>\n

3. Write\u00a0a compelling job advertisement<\/h2>\n

Make your role stand out from the rest. Always put yourself in the shoes of the candidate and ask yourself WIIFM \u2013 What\u2019s In It For Me? If you were reading the ad \u2013 would you apply for your role?<\/p>\n

I’ve written previously about how to use your job ad to attract the best candidates<\/a>.<\/p>\n

Remember to stop thinking that you can simply post an ad online and your work is done, because it isn\u2019t. You have to start thinking like an online marketer<\/a>, because that\u2019s what you are. You\u2019re competing for attention for your vacancy\u00a0just like any company competes for visibility for its products and services.<\/p>\n

A well written job ad<\/a> can make or break your recruitment process.<\/p>\n

4. Be prepared to move fast<\/h2>\n

Set yourself up to respond quickly to great applicants<\/a>. In a candidate short market \u2013 applicants typically will apply online to multiple roles at once.<\/p>\n

If you\u2019re going to have any chance to secure the best candidate you firstly need to have the resources to reply and start the screening process \u2026 pronto, or you\u2019ll miss out!<\/p>\n

Consider using video interview technology<\/a>\u00a0to screen\u00a0candidates quickly\u00a0and fast track the whole short listing process.<\/p>\n

Oh, and make sure that the key decision maker who needs to meet the short listed candidates for 2nd round interviews, or sign off on their job offer, is not on an overseas holiday or out of town on a conference during that critical week when you need to make an offer.<\/p>\n

5. No short cuts<\/h2>\n

Let\u2019s face it, we know that if something looks too good to be true, it probably is.<\/p>\n

Despite feeling the pressure to make a job offer<\/a> on the spot to what looks like the ideal candidate \u2013 do your due diligence.<\/p>\n

Don\u2019t let a desperate internal HR officer or a smooth talking recruiter (who unfortunately often only has their best interest in mind \u2013 not yours or the candidate’s) talk you into making a rushed decision.<\/p>\n

Follow the process. (You should only be working with a recruiter who has a process!) Ask yourself \u2013 have reference checks<\/a> been completed, do you have copies of qualifications, certificates, academic transcripts etc?<\/p>\n

Making the right recruitment decision is all about risk management and having a clear process to follow. Business owners can save lots of time, money and headaches by working with professional recruitment consultants<\/a>.<\/p>\n

Get to know one as soon as possible!<\/p>\n

Tamara Blythman<\/a> is the Founder of Pinstripe Recruitment and a Sydney-based RecruitLoop ‘Guru’.<\/p>\n","protected":false},"excerpt":{"rendered":"

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