Harvest Guide to Recruitment for Startups & Tech Companies

Part 4: Putting best practices in place

Best practices to remember

Harvest Builders Staff

You’ve got your recruitment toolkit fully stocked. Now it’s important to make sure you use them regularly. Here are a few best practices to keep in mind while recruiting for your business.

You’ve got your recruitment toolkit fully stocked.
Now it’s important to make sure you use them regularly. Here are a few best practices to keep in mind while recruiting for your business. 

Have an up-to-date careers page

Once you’ve outlined your employer brand and what it means to work for your company, create a Careers page on your website and keep it up to date. An outdated careers page discourages people from checking for new roles. Make sure you post all open positions to your jobs page. If you don’t have many new positions, use the page as a way to highlight what you and your new team are doing at the company or to spotlight employees so others feel encouraged to join when you get back to hiring. 

Develop a process for receiving, reviewing, and responding to applications

Don’t leave your employees in the lurch. Seventy-two percent of candidates lose interest in a job if they don’t hear back within 2 weeks. Create a process with clear steps for how to handle the flow of candidates, even if
it’s only you doing the hiring.

Organize resumes as they come in

A startup is too early for an applicant tracking system, but that doesn’t mean you can’t have a dedicated email address for resumes. Once you receive them, reply to candidates, provide a number of business days when they can expect to hear back, and then place them in a separate folder so you can easily find them. 

Screen your resumes

Compare the resumes you have to the job requirements. Sort them from most aligned to least aligned and use
this as your guide to prioritize who you’ll be interviewing. 

Create a set of interview questions

For the first screening interview, which should be conducted over the phone or through a web conferencing app, it’s helpful to create a set of interview questions that will be the same across the board, so that when you receive responses you can compare apples to apples.

Review phone interview responses to
create a shortlist

Once you’ve conducted your phone interviews, create
a shortlist of candidates for the next round of
interviews. At this stage, you can make the
conversation more free flowing and talk more about
what the company intends to do and what a typical
day would be like for candidates.

 Create pre-written responses

Automate as much of your processes as possible.
One way to do this is by creating pre-written responses and templates. You still want to personalize your intros and greetings, but having core parts of your different emails (e.g. interview details, polite rejections, details about the next step in the recruitment process) can
speed up your communications. 

Take your time, but keep it moving

If you’re certain you have the right candidate, don’t take too long to make an offer. As the old saying goes, “Hire slow, and fire fast.” You don’t want to spin your wheels and force a great candidate to jump through hoops. They’ll forget about your hoops and interview elsewhere. At the same time, don’t rush the process. If you feel
like you need to learn more about the candidate, you
can, but it’s important to stay in communication, let them know when they can expect to hear from you next,
and then honour that commitment by showing
up or sending an update. 

Harvest Builders Staff
Conclusion
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