Chris Rogers
Regional Vice President – Mid-West
Hire Up Staffing & Healthcare Services
October 11, 2021
Understaffed?
This word conjures up many uncomfortable feelings for managers who have been in this position.
Picture it: You know one of your departments is struggling and needs several new employees to even attempt to get back up to normal operating speed. You also know the amount of time and work your organization’s hiring process takes. Ugh.
Organizational hiring processes can be a challenge even in the best of circumstances, but when there is an urgent need, often the processes required for managers can feel like major obstacles. The awareness of such obstacles can result in a delayed response because already busy managers dread what they are up against.
A large majority of managers must navigate multi-step hiring processes and approvals. Imagine working to get a requisition approved, posting the position, reviewing the stacks of applications, screening potential candidates, coordinating schedules for interviews, going through the selection process, drafting offer paperwork, negotiating salaries, waiting for offers to be accepted, and working out start dates, setting up new hire orientation, coordinating department training…. the steps seem endless and the idea of starting this process can feel overwhelming, to say the least.
Within the staffing industry, hiring is our business. As professional staffing consultants, we have hiring down to a science. Part of the science is understanding the proactive behaviors that can have a direct impact on the ability to bring on a qualified candidate at record speed. Curious about some of these industry secrets? Read along…
- Write Better Job Descriptions. It sounds like a no-brainer, but the more accurate you can get your job descriptions, the better qualified your candidates will be. An accurate job description will catch the eye of candidates looking to do exactly what your job requires. Job descriptions that are vague or unclear will likely receive interest from candidates who are also unclear as to what they are looking for in their next position. Be sure to accurately describe the position’s day-to-day duties, as well as long-term expectations for the role. If you want a higher caliber candidate, your job description must also be of a higher caliber.
- Faster Communication. Once a candidate has completed one step of the hiring process, do not delay. Move ahead to the next step quickly and communicate to all parties involved. One of the easiest ways to lose a quality candidate is to delay or belabor this initial process. Showing you are a strong communicator with a clear plan are both qualities top notch candidates seek in an employer.
- Check References Sooner. Many employers will proceed with a candidate all the way through the hiring process only to find a red flag from a reference at the end. This snag takes those managers back to square one. By checking references sooner in the process, you can save yourself and the candidate time.
- Hire Internally. Companies with a great talent pipeline find more opportunities when hiring internally. Not only is this more efficient, but it is also attractive to both internal and external candidates. People want to know your organization is one that offers professional growth and works to promote the hard-working people within it. Celebrate internal hires as often as you can, brag about such promotions. This is the good stuff people want to hear.
- Include the Hiring Manager and Human Resources from the Beginning. Be thoughtful about your partnerships and when to collaborate with your resources. By getting the right people together at the right time in the hiring process, you save yourself time while ensuring all key partners are included in on the plan.
- Outsource a Recruiting Firm. Whether you need people in a hurry or have a plan for keeping on top of a planned headcount, partnering with a recruiting firm can offer you important support. Recruiting professionals with years in the industry have important ties and relationships to organizations within your area. They have their eyes and ears open for possibilities and potential candidates. By incorporating a recruiting firm, you create additional opportunities for expediting your search and overall hiring processes while also widening your potential candidate base.
As many managers know, hiring is not always easy. However, it can be made easier by comparing your current plan to these six important areas I have shared above. Then, identify where your plan could use additional reinforcement and create steps to strengthen those areas.
Working to expedite your hiring takes a bit of forethought. But it is so worth it. By gathering your resources and improving your hiring plan, you will be better prepared and avoid that oh-so-familiar feeling of dread that can come from being understaffed.
Don’t have the time to rework a hiring plan? Give our team a call. We have professional recruiters in both Texas and California ready to offer support and get your organization back to optimal staffing levels. Hiring is our business—and we have it down to a science.
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There is no doubt that 2021 will bring forth opportunities with which to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!
Chris Rogers, Regional Vice President – Mid-West | October 11, 2021
As the Regional Vice President of the Mid-West operations, Chris focuses on the mentorship and development of his Hire Up staff to ensure they are equipped to provide the best service to both our candidates and clients. Chris’ extensive knowledge of the staffing industry lays the groundwork for his teams to always deliver top-caliber talent to great organizations. His expertise includes experience in all disciplines from commercial and professional staffing to executive placement. Chris and his teams strive to improve the lives of their candidates and improve the businesses of their clients. Chris’ over 15 years in the staffing and recruitment industry includes the successful management of high-performing sales and recruiting teams throughout the Southwest. Chris would love to speak with you so he can help your business reach new heights.