10 Best CRM Recruitment Tips To Maximise Your Hiring Process

Searching for relevant data on a CRM is often a source of stress for your company. According to a study, up to 95% of the time spent using a CRM is spent searching for relevant data. That’s because many companies store a lot of information and data in a variety of places, including their email accounts and file-sharing services such as Dropbox. But a CRM won’t work miracles if you don’t have the right recruiting process in place. If you want to find the best recruitment crm and use your hiring process more efficiently, here are ten suggestions to help you hire correctly:

Be transparent about your hiring process

All businesses have hiring processes, but the ones that are transparent with their candidates walk a thin line between maintaining a consistent culture and keeping their hiring process efficient. The first step to being transparent is to be honest about your hiring process. You might think you’re being discreet and keeping your process under wraps to only those who are invited, but that’s not how people perceive it. Having a hiring process that’s transparent but also secretive can lead to uneasiness in candidates, which can ultimately cause them to back out of the process. By being transparent, you allow candidates to ask questions, give feedback and provide input throughout the hiring process. This builds trust, rather than leading people to question their assumptions and actions.

Invite interview candidates to in-person interviews

Many companies use Skype or Google Hangouts for video interviews, but that’s not how most people conduct interviews. You’re most likely having candidates come to your office for a face-to-face or near-face interview, and that’s a much better experience. Candidates like being able to see the office and their team members in person. It helps them put their job search in context, as well as get a sense of the people they’re potentially working with. It’s also a good idea to have candidates come to your office for an interview, particularly if you want to assess their ability to adapt to your company culture and environment. You can also use this interview to get a sense of the candidate’s communication style, level of dependability and other skills that might be important, too.

Don’t stop at the first round of technical screening

Many companies stop at the first round of technical screening, which is often a resume and cover letter review. These two components should provide a good deal of information about your candidate, so why would you stop there? First, resumes and cover letters are great for surface-level information and often don’t capture the intricacies of a candidate’s skills and experience. That’s why it’s important to dig deeper during interviews. Second, technical screening can reveal a lot about a candidate’s ability to learn. Unfortunately, there’s no right or wrong way to learn, but some people seem to learn more quickly than others. If someone takes a while to understand new concepts, hiring them might be a struggle. That’s not necessarily a bad thing, but it’s something you might want to be aware of. Be aware of the screening process you’re using. It might be doing more harm than good.

Throw away the resume and include only cover letters with resumes

Most hiring managers have cover letter templates that they use with every cover letter, but those don’t tell the whole story. The cover letter is written to complement the resume and give you a sense of the candidate’s skills, abilities and personality. Cover letters can also be used to clarify information in the resume or add new information about the candidate. You probably save these for the last round of technical screening, but you should also be throwing them out with resumes. Keep cover letters separate from resumes to give you a chance to read them more thoroughly and see how the candidate is approaching the job application process. You could also have a separate document manager for cover letters.

Include code challenges in your coding requirements

As more companies are requiring candidates to demonstrate their coding skills in order to receive an offer, you should be doing the same. While you don’t have to do this in a coding challenge, it helps to see how a candidate performs under pressure. You can use a coding challenge to test a candidate’s ability to perform well under pressure. Create a series of challenges that test varying levels of difficulty, depending on how many candidates apply.

Pro Tip: Test your applicants on the web first

Many companies use technical screening to determine whether candidates are capable of performing the job, but it’s also important that the candidates have the skills to do the job. You can use the web to test for basic web application skills like the ability to log in with a username and password or create a new user account. You can also check for basic coding abilities like being able to log in to your company’s code repository.

Hold on-site interviews for top candidates only

You could be screening hundreds of candidates before you even bring them in for an interview. That’s why it’s important to bring in only the top candidates for an interview, no matter how many candidates you screen. By holding an interview with only the top candidates, you can quickly assess their level of experience and their communication style. You don’t have to take an interview with every candidate to make a decision, which saves you time. You can also use an interview to determine how a candidate would handle more challenging scenarios, like a negative coding challenge or a code challenge that a candidate struggles with. You can also use an interview to get a sense of a candidate’s personality.

The bottom line

CRM software can be a major source of stress for your company. Did you know that up to 95% of the time spent on a CRM is spent searching for relevant data? That’s because many companies have an overabundance of information and data being backed up everywhere from their email accounts to file-sharing services like Dropbox. That’s where a CRM comes in handy, but it won’t work miracles if you don’t have the best possible hiring process. A bad process might keep some great talent out of your company, which means you could be losing good people without realizing it. To get the best out of your hiring process  Recruiterflow, increase the efficiency with which you fill vacant positions, we’ve outlined 10 top tips to help you hire right.

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