10 ways streamline your recruitment process
- Share the love
At every opportunity, such as at industry catch-ups or conventions, ask fellow brokers what recruitment channels, notice boards or personal recommendations have been the most successful for them. Brokers are part of a family and it pays to support each other by sharing advice.
- Avoid wasting time and advertising dollars
Making notes from the get-go and tracking your recruitment ups and downs will define a successful methodology for this process for many years to come. Some key areas to consider should be:
• How many responses were there?
• How suitable were the responses?
• What was the most effective media channel?
• What was the time frame of responses?
These findings are good to note in your business plan for future reference.
- Give a clearly defined job description in your ad
Making sure you are clear about what the role is from the get-go will help to eliminate applications from people with inappropriate experience or skills.
- Pre-screening candidates
Employers can legally use tests and selection processes to screen applicants, but brokers should obtain their own legal advice. Given that the cost of pre-screening is usually borne by the employer, it may be appropriate to conduct these for only the preferred candidates.The tests include personality tests, cognitive tests, medical examinations, and background and credit checks. However, these should be relevant to the position and employers must not use this process to discriminate based on sex, race, colour, religion, age or disability.
- Show some tough love
A good, general approach is to whittle the list of potential candidates down to three for a second, final interview. If you have a lot of responses, it is better to make this cull sooner rather than later, since there can only be one successful candidate and this way you will only have to dash the hopes of two people out of three. In the interview, it might help to have to have someone else interviewing with you, it could help to get different perspectives on the candidate.
- Be a humane human
Most of us would have been in the same situation as your candidates at some stage, so if they’ve made it to a second interview, be upfront and let them know the process from there (e.g. how many candidates left; whether that is the final interview). They will appreciate knowing where they stand.
- It’s all in the timing
Keep your recruitment process to just a few weeks. You want to show candidates you are efficient, and no one likes staring at their phone or inbox for too long.
Also on timing, make sure you give yourself enough time to identify and train the right person. Don’t make it a desperate hiring rush job.
- The essentials
Aside from checking references, perhaps have candidates pass a maths, English and computer skills test depending on the required skill sets. It might be time consuming, but employing the wrong person will be even more costly.
- Think outside the box
Consider whether you really need a mortgage broker or whether a personal assistant or administrative staff member would better suit your needs. If you need the employee to conduct credit checks you may be better off hiring a mortgage broker. However, a personal assistant or admin staff member will not only free you from admin work, allowing you to access more clients, but also considerably widens the selection pool.
- A final thought – seek feedback on your recruitment process
Whether you find your successful candidate through LinkedIn, the local paper or somewhere else, be sure to ask your new employee how they found the process. You may learn from them how other brokers fell short or succeeded, and this information could assist you in future recruitment processes – something to mention at your next conference.Contact us to learn more about improving your recruitment methods.What has been your experience recruiting new staff? Let us know in the comments section below.