Beware of Recruitment Fraud - We have become aware some people have received false employment offers from individuals or organizations posing as Nexus Staffing. Please be aware that Nexus does not send job offers via text, WhatsApp or any social media, and that we will never request money from job seekers, nor request personal information beyond what is required for payroll purposes after hire. All individuals who are successful in gaining an offer of employment from Nexus Staffing are required to go through a formal recruitment process including an interview with a member of our recruitment team. If you have received an employment offer via text, WhatsApp or on Social Media please delete it. We have reported this situation to the Canadian Anti-Fraud Centre.
Saving resources and finding high-quality candidates can be challenging when you're short on time. As you delay the process, promoting, interviewing, and selecting talent becomes increasingly frustrating and expensive. Wouldn't it be amazing if you found the perfect candidate for a position? The decision to make an offer to them could be made instantly. Extend an offer before they decide to go ahead with another company.
Therefore, to streamline and accelerate an effective hiring process, there are a few steps that you must keep in mind. It can help find and lock in great candidates as quickly as possible.
1. Hire a recruitment specialist
When companies are short on time and hiring staff, they can rely on someone who can handle a thorough and quick hiring process, i.e. an employment agency. An experienced recruitment specialist can help you accelerate the process through efficient strategies and a vast network of contacts.
2. Plan ahead of time
Before reaching out to applicants, you should lay out a proper plan and a timeline, including the number of steps and turnaround time. Finally, it is important to reduce the time taken for coordination.
Having your team schedule interviews ahead of time will ensure they are available to conduct a certain number of interviews each week. It will be easier to offer times that are now instead of far off in the future. This method also ensures that no one is overworked and each stakeholder is doing their best.
3. Job Ads
Job boards are the main source of reaching out to the appropriate and most relevant people. LinkedIn, Indeed, or other platforms help companies find the best candidates. However, incompatible candidates are attracted to many companies because they post job ads that don't address their target audience. Ensure your message is communicated clearly and appeals to the right applicant profile.
4. Pre-screening
To create a great candidate experience, every team member in the hiring process must know their job and contribution. Update your candidates regularly on their application status by keeping them in the loop. There are multiple ways, including pre-designed assessments, to help narrow down the relevant candidates. Introduce online skill assessments and psychometric tests to weed out unqualified candidates before interviews.
Sitting down with the entire team and addressing the strengths and weaknesses of each candidate before interviewing them can help a lot. Interview only those applicants who meet the job criteria and ensure they would be a great cultural fit.
Wrap it up
The process gets complex towards the last stages as you narrow down to some of the best candidates. One of the most effective ways out can be to conduct on-site interviews. That can help you get an idea of how flexible a particular person is when it comes to on-site or a hybrid work model.
Many companies now leverage modern technology, such as applicant tracking systems. It makes it easier to understand how well you're doing as an employment or Temp Agency.
