Recruiting staff is one of the most important, but also most time-consuming, tasks for a growing business. In today's competitive job market, it's not enough to simply post an ad and hope for the best. Finding and hiring the right talent requires a structured, efficient and candidate-friendly process.
Here we take you through five steps to optimize your recruitment - and how modern tools can help along the way.
All successful recruitment starts with a clear understanding of who you need and why.
How Higher helps: The tool helps you structure which competencies to measure from the start.
Where are your ideal candidates? Being visible in the right place is crucial.
How Higher helps: Higher offers a smooth, mobile-friendly application process that can be linked from any advertising channel.
Manually reviewing hundreds of CVs is inefficient and increases the risk of missing out on good candidates or letting bias rule.
How Higher helps: This is Higher's core strength. The platform automates the early screening based on competency data (questions, tests, video), saving a huge amount of time and providing an objective basis.
The candidate experience of your recruitment process directly impacts your reputation as an employer.
How Higher helps: The platform is designed for a seamless candidate experience, with quick mobile application and automated, professional communication options.
Gut instinct has its place, but the best hiring decisions are based on objective information.
How Higher helps: The tool brings together all data - answers, test results, video, assessments - in a clear way, facilitating objective comparisons and better decisions.
Recruiting staff doesn't have to be an overwhelming process. By working in a structured way, focusing on skills, prioritizing the candidate experience and using modern tools, you can significantly streamline the process and increase the chances of hiring the right person every time.
Want to streamline how you recruit staff?
See how Higher can help you implement a modern and accurate recruitment process. Learn more about our recruitment tool or book a demo!
The very first and most important step is to carefully define the need by creating a skills-based requirements profile. Understand exactly what skills, knowledge and behaviors are required for the role before you even start writing an ad.
Focus on clarity around the role and responsibilities. Be specific about the skills required. Communicate your company culture and what you offer(your Employer Value Proposition). Use inclusive language and think about the format - text, image or maybe video? Don't forget a clear Call to Action and a simple application path.
It varies greatly depending on the complexity of the role, the industry and how efficient your process is. An average process can take anywhere from a few weeks to several months. Using a structured approach and modern tools that automate the selection process can often shorten the time significantly.
No, it is not an absolute must, especially for very small companies with few recruitments. But for most companies, a modern recruitment tool is highly recommended. It saves time, helps create a structured and objective process, ensures GDPR compliance and improves the candidate experience.
Higher streamlines the entire process by focusing on competence from the start. The platform helps you create relevant selection questions and tests, automates the initial screening, gathers all candidate data in one place for easy overview, and ensures a smooth, mobile-friendly candidate experience.
Author: Nicklas Wikblad
Reviewer: Moa Jacobsson