Bottlenecks with the recruitment process are considered to be the biggest hurdles for the overall progress and productivity of a business organization. In fact, this factor often hinders exploration of real talent and one of the most complicated bottlenecks is inauspicious relationship between HR managers and recruiters. Though, both types of professionals have the same goals to achieve, they are often hunted by miscommunication.
Why to Identify and Eliminate Bottlenecks Immediately?
Bottleneck can stop or slow down the entire process of recruitment resulting into complete disappointment for various departments. Therefore, it is crucial to identify and eliminate all such constraints as soon as possible or else they will appear as the biggest problem for the management. When you are ready to deal with this problem, you can adopt two-step strategy:
First of everything you need to identify what are the actual bottlenecks in your company hiring process
Secondly, once you know actual bone of contention, you can take the next step to deal with it. In simple words, you need to reach out and eradicate root causes of the problem.
In case your company’s hiring process is failed, all of the employees come to know about it and then the entire blame for their inefficiency, carelessness, irresponsibility and failure in productivity and timely delivery is put to HR mangers. As HR/recruiting manager, you might have experienced the following situations:
When the head of production department claim that they are unable to complete the projects in time only because of not having enough professionals in their department!
We feel real need of having few more trained people in our team because we are unable to delivery right services.
We can’t afford to have “John Smith” anymore because of his unproductive attitude but HR has failed to find an alternative for him.
What’s the Difference between Recruiters and Hiring Managers?
Recruiters and hiring managers both have the same responsibility to find the right persons for vacant positions within a business setup, however, both have their own approach towards finding the right talent. There is a little difference between working approach of these professionals:
Normally a recruiter is an outside individual or agency who/which provides services to find the right talent for their clients (business organizations)
A full time hiring manager is actually an employed person who works within the company setup. Besides, exploring required talent, he might also be given additional responsibilities.
How to Eliminate Bottlenecks and Improve Hiring Process?
Once a company’s hiring process goes through bottlenecks, it becomes quite difficult to get it back to the right track; however, there are few useful tips which can be amazingly helpful in improving overall hiring system:
1: Improving Relationship
There is a dire need to build good relationship between recruiters and hiring managers and for this, both professionals have to focus on each other personalities as well as priorities because when they know their actual requirements, they can understand each other in much better way and will be able to customize things accordingly.
2: Using Tech Tools
When your company’s hiring managers have instant access to prospects and are able to approve jobs immediately, this will be resulted into an improved system. Therefore, they should be capable of using variety of Smartphone features along with different means of communications such as emails, Skype etc.
3: Integrating Video screening
Most of the interviews last 30-45 minutes and it means each applicant is given more than half an hour which is quite a big time investment. Here the positive factor is that most of qualified and experienced hiring managers have the capability to judge right or wrong person within the next 2 minutes. Therefore there is no need to waste time on unqualified applicants and this can be done with the video screening process which gives an easy and quick way to create clear communication between recruiters and mangers.
4: Engaging Social Sourcing
Social sourcing is basically a process of finding right candidates for vacant positions through engaging social networks and platforms. Social sourcing can also be used for jobs distribution at different social networks. This modern source of locating real talent also enables hiring managers and recruiters to engage and share their networks human resources with each other.
This above content is contributed by great speaker Kate Silverton. She always loves to talk about motivational and career building subjects. Kate is currently providing UK assignments online at Best Assignment Help, LLC to help students in their hurdles.