Growth inevitably comes for any business that evolves from a start-up to a thriving company. But growth, though inherently positive in and of itself, does raise a set of questions in terms of scaling hiring: what is the best recruitment strategy and the best approach to scaling recruitment? How does the business go about growing a team? And many more.
This article delves into the complexities of scaling hiring for a business and provides a guide to efficiently scaling up a company's hiring process.
Scaling recruitment in an efficient manner requires a multi-faceted, multi-strategy approach that involves multiple stakeholders within the organization. The ultimate goal is to establish a process that streamlines the hiring sequence and yields the best results.
Here are eight strategies that will help your organization scale its hiring:
Experiencing company growth is an exciting milestone in a business journey. To see the organization expand on the back of previous success is quite an achievement, and it is at this time that hiring more personnel becomes a necessity. This requires careful planning, as, in the long run, hiring too many people too quickly can be just as detrimental as not hiring enough. To address this situation, the relevant stakeholders (HR team, team leaders, and finance representatives) must come up with a clear -and tactical- recruitment strategy that leads to the hiring of not only enough staff but the right staff to support current and future growth.
A recruitment drive tends to lead to a reshuffle of the company's organizational chart. New people coming in, some staff moving to different departments, and so on. As teams expand, so does the company's structure. The business' hierarchy is a cornerstone of the organization, and as such, the hierarchical information must clearly communicate personal and departmental responsibilities. Staff should be aware of who is responsible for what, who to contact with a particular request or question, and generally speaking, to ensure that the company's hierarchy is clear and transparent to everyone.
The separation of responsibilities is another essential point to keep in mind. For the process to function efficiently, each of its constituent parts should be assigned to an individual. For example, a researcher should only be responsible for searching for suitable candidates. The recruiter should only be tasked with communicating with the candidate found by the researcher, and the team leader should be responsible for conducting the interview. By streamlining the sequence in this way, each process is far more efficient and thorough, as each stakeholder has only one responsibility.
Repetitive manual tasks can lead to reduced efficiency at the workplace. Excessive administrative work, obsolete and inefficient systems, and too much manual intervention may incur costs in terms of time wasted and unnecessary expenditure of person-hours. The elimination (or, at the very least, the significant reduction of these inefficiencies) should be a priority within the scaling hiring endeavor.
Modern software platforms enable the automation of most processes and the integration of different components to create an enhanced, efficient set of processes and protocols at the workplace.
Often, candidates are faced with a contrived, convoluted hiring process that may hinder their chances of being hired or prompt them to give up and look elsewhere. To avoid this situation, present your hiring process to your candidates in a simplified, easy-to-understand manner. Make every step clear, outline each stage of the process, and what's expected of the candidate. A straightforward process will encourage the candidate to go through with the application and may lead to better outcomes.
Every candidate will face rejection at some point in their professional careers. Still, the frustration of an unsuccessful job application does not need to be compounded by a negative candidate experience. This means that many companies provide inadequate feedback to unsuccessful applicants, or none at all, which may discourage the candidate from interacting with the company or recruiter in the future and prompt negative opinions and less-than-stellar social media reviews and word of mouth.
When undergoing scaling, it is of the utmost importance to adjust your feedback system to ensure that the candidate remains informed end-to-end, whether that end is the desired one or a disqualification. It's crucial to let the candidate know why the position will not be offered while encouraging them to apply again in the future, should their circumstances change. Even if a particular candidate is unsuitable at a certain point in time, that same candidate might turn out to be perfect down the line after acquiring extra skills.
Legal compliance is paramount for any business to obtain or retain its operating license. As the business expands, perhaps into foreign countries, navigating legal frameworks becomes exponentially more complicated. The best solution to address this challenge is to engage with a specialized, expert service provider such as ALLSTARSIT, which has a global presence and can ensure that an expanding business is on a sound and compliant footing in foreign markets.
Human resource (HR) management is an essential component of any company, big or small. HR departments use various tools to analyze the overall business performance, define objectives, and set goals and milestones for the company and the staff. This data analysis can be done through the use of Key Performance Indicators (KPIs), which are part of the HR metrics framework. This framework takes into account many other parameters, including employee engagement and compensation, turnover, learning and development opportunities, etc.
In today's decentralized work environment, tracking and measuring all these parameters has acquired particular importance to gauge how the business is performing. We recently published an article that provides insights into Key Performance Indicators (KPIs), and other measurable parameters.
Scaling up your hiring process can take time and effort. It takes a dedicated and passionate team to do it, a team and a business with solid talent acquisition expertise and knowledge of the local legal framework. All these things come together in AllSTARSIT. We have mastered the recruitment process so you can spend your time on something other than it. Plus, we offer an industry-leading range of benefits & perks. All our clients have to do is present an exciting project, and we care for the rest.
See our Expertise page to learn more about the hiring process industries we work with and read some client reviews.