Increasing productivity and reliably finding the best candidates are two things that top the wish lists of all recruiters. That wish list can only become a reality with the proper workflows, teams, and tools. It can be challenging to put all three of these essential tenets of recruitment into practise. That's where the benefits of agile hiring come in. We've listed 6 steps for you to create an agile recruitment process for your hiring team.
Atlassian defines Agile as follows:
"Agile is a way to manage projects and make software that builds on itself over time. This helps teams deliver value to their customers faster and with fewer problems. Instead of releasing everything at once in a "big bang" start, an agile team releases work in small, but usable, chunks. Requirements, plans, and results are always being looked at, so teams have a natural way to respond quickly to changes. Sounds fantastic, right? It’s not unexpected their ideas were rapidly accepted by other sectors and divisions, including HR.
So, how might the Agile methodology benefit recruiters in particular?
Agile recruiting gives search teams and hiring managers more flexibility and efficiency by breaking down big projects into smaller tasks, setting priorities, and giving timely feedback. With agile recruiting ideas, you try to make your hiring process faster and more effective (at least in the long run). You'll also notice an improvement in your internal and external communication. Using the agile recruiting strategy, you can measure how much you've done by how long it takes to do different tasks related to recruitment. It's simpler to set specific recruitment targets and deadlines if you organise your job this way.
1. First, determine what the work entails.
Consider the first step of your recruiting cycle to be the project kick-off or planning phase. At these meetings, recruiting managers, hiring managers, and HR directors talk about the company's present and future staffing needs and how to best meet those needs. At this point, you should know exactly what job you're trying to fill and what qualifications a good candidate must have. Describe the responsibilities of the position and define what constitutes success.
2. Put together your agile staffing network.
Now that you know what you want to do, it's time to put together a team. Assign a point person for the project. These are the individuals who will be in charge of carrying out the project and assessing its success or failure. It is now up to your project leader to put together a team to carry out the work. This normally includes a recruiter, a recruitment assistant, and any additional support employees as required.
Organise a formal project launch meeting with the whole team. Go through the project's goals, objectives, task allocations, and processes. Put together a team and establish your recruiting strategy. When analysing incremental results, everyone will be on the same page and have a reference point.
3. Start sourcing Candidates
This is the first set of sprints you'll be doing. The following are possible subtasks for this major undertaking:
• Descriptive writing for job postings
• the process of creating and distributing advertisements for new employees
• Passive candidates can be reached by emailing them.
• obtaining new and current sources of information
Stand-up meetings are a great way to keep track of your progress as tasks are done. Pre-built talent pools containing qualified individuals may also be used in agile recruiting. These are prospects that have already been pre-screened by members of your recruiting team through past networking and outreach efforts.
4. Conduct background checks on potential hires and set up interviews
Your sourcing strategy's success may be evaluated at this point in your agile recruitment cycle. As a group, you should evaluate and choose prospects to get a clear idea of how well the result fits with your recruitment goal. If your talent pool matches your goals, shortlisting, screening, and setting up early interviews will give your team a good idea of how well their plan for reaching out worked.
It may be time to change your approach and shift to other channels for messaging or sourcing.
5. Candidate Selection.
At this point, your team may look back through the sourcing and screening procedures one more time. Shortlist and refine your list of applicants by interviewing those that meet your requirements. The results of your interviews with the agile team might serve as a benchmark for how effectively, or how poorly, your plan is working out.
You can consider the selection phase of the project complete once you've extended an offer to a candidate. There is a good chance that if you're not, you'll need to go back to step three and fine-tune your plan again.
6. Check your hiring results and make any adjustments if necessary.
After you've hired a candidate, the work doesn't end. To finish the agile recruitment process, each person's success and how well it fits with the company's goals must be evaluated. You should also look at your key performance factors to see if your hiring process worked as well as you had hoped.
As you go through the process of hiring and look at the results, you should keep an eye out for ways to make things better. In an agile recruitment setting, all the above tasks would be done with the help of a sprint structure. Agile recruiting makes hiring teams better in many ways because it focuses on constant feedback. As was already said, agile recruitment can and will be used in many ways, depending on your company's goals and means.
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