Build the framework to hire and develop your team first
Selecting your technology is only half the battle in building a scalable recruiting function. How you customize, deploy and use the technology you select can be the difference between success and failure
Building a company and building a product are very similar endeavors. There are a lot of moving parts, and to function well it pays to put some thought and planning into it.
Often what we see with our clients is a yearly headcount plan tied to a broader strategy (and if we are lucky a set of OKR’s) and discretion left to managers (along with a budget) on how to achieve their objectives.
The hiring is delayed often as the hiring manager uses the recruiter to explore a variety of talent in the market, as they figure out what combination of expertise and experience they are seeking that best meets their needs.
This trial and error will take away valuable time from that area of the company, however. It often stresses the existing members of the team as they pick up the slack needed to meet their objectives.
These delays can also often lead to additional expenses as your team seeks a quicker solution to their problem and begin looking externally at traditional third party services, databases, and extensions and will have the effect of increasing overall cost without any guarantee in the long term quality and efficacy of the new employee.
Faced with all of these obstacles, finding the right talent that your company needs to grow can seem like a daunting task.
When you are selecting your system, we recommend focusing on a few core areas. The first area would be ease of use. How easy is it to get information in and out of the system? You are going to be able to consolidate any information or files that might be floating around manually in your memory or cloud storage.
The second area is the integrations available. One reason we enjoy working with Greenhouse so much is because of the ease of use and the ability to expand the ability of the system through easy integrations.
We took one client who had six pages of documents that each new hire had to print out, fill out manually and scan or fax back and after integrating Docusign and customizing each document into a template through tokens.
Templatizing the documents this way enabled easy development of offers and a straightforward approval process. The process also enabled new hires to be able to sign their offer letter and fill out all of the supporting documents from any device (including their smartphones).
After you have selected your system, the next step would be to look at how you structure your hiring.
It is important to remember that every company in the world is as unique as the people who create and manage them. A few are world-class and highly functional, enabling their teams to do remarkable things. The opposite is correct as well, and many are dysfunctional family’s that mean well but have problems executing.
To make sure you are making the right hires, you need to ensure that you train every person you hire into your business and align them to your processes, as well as the way your company thinks about assessing talent.
Often companies may have anywhere from two to ten or more values, which can be confusing to untrained interviewers who are trying to do their best to evaluate what they think the company standard is.
To ensure that your teams are hiring correctly, we recommend that you build a framework around a core set of tactical values that you can use to evaluate each candidate who comes through your interview process.
The first step of the framework is to break down your company values into the four most important values that you can use to evaluate with during your interview process. The reason you want four lays in the logic that Google developed. Their hiring process has a steadfast rule called “The Rule of Four.”
Their longitudinal study found diminishing returns on interviewer feedback above four interviews, and that number was enough to “predict whether someone should be hired at Google with 86% confidence.” Taking the time to do this exercise is vital because it is the foundation that we will use to build the rest of your talent framework.
When your company acquires a modern Applicant Tracking System and then integrates it with a custom Talent Framework developed to your company’s needs you will feel confident that every new person brought into your company is informed, and well-aligned to your company’s culture and needs for the role.
Without this due diligence, your results will vary and will be largely dependant on the prior training and experience of your hiring teams. Building a talent framework into your company’s technology and hiring process is a commonly overlooked area of consideration in companies and leaves them unwittingly at a disadvantage.
Sourced specializes in helping companies build scalable recruiting functions from the ground up. Our TotalTalent Recruiting service includes everything a growing startup needs including ATS implementation and customization with the talent framework we will help you build for your company. On top of that we add our TalentFilter Pro package so that our crack sourcing team can get started searching for your top roles while we start building your systems and processes.
Taking the time to build one will be a force multiplier for your business and may become a secret that will become engrained and refined into your culture over time and just might become one of your secrets for success.
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