Hiring is your first priority - or at least should be
Make it easy on your hiring team and yourself by hiring effectively
We've all been there: a key position opens up on your team, and suddenly, your carefully calibrated workflow and day-to-day rhythm get thrown into disarray. The question on everyone’s mind is: How on Earth should I fit a whole hiring process into my already full schedule?
Playing “Calendar Tetris” won’t cut it now
In non-hiring times, you probably already found a good split to cover the different responsibilities of your role alongside your personal expectations and goals. You probably managed to squeeze it all into your calendar and get the important stuff done reliably - what a great feeling.
But here comes trouble: The open position requires your attention! From crafting the job post and setting up the hiring process to covering key stages and making the final decision - there’s a lot to do!
It’s tempting to sacrifice your gaps, focus time blocks, and maybe add a few time slots at the margins of your day. But this will lead to a drawn-out process that drains your productivity, distracts your hiring team, and creates a terrible candidate experience. Even if the job market isn’t as hot at the moment, great candidates will still talk to multiple companies. They might not be willing to wait until your free slot sometime next week and you lose out on a potential great new team member.
Own the hiring process: It's your project
A common misconception is that hiring is owned by HR or the recruiting team. In reality, as hiring managers, we should see this as our project, supported by these functions. It's crucial to understand the process, address any problems that arise, and truly own it. HR and recruiting are there to assist, but the responsibility lies with us to ensure we find the best fit for our team.
New primary goal: Let’s fill this position
When a key role is vacant, our top priority should be to fill it as quickly and efficiently as possible. Treat hiring as the critical project it is. Just like you’d allocate time and resources for a product launch or system upgrade, the same dedication should apply here. Here are a few strategies to help:
Block Out Dedicated Time Set aside specific time blocks dedicated solely to the hiring process. This might mean temporarily changing your regular schedule by not attending certain regular meetings, moving things to async communication, handing responsibilities to others, or rescheduling important meetings if hiring activities require it. This minimizes context switching and keeps you focused on evaluating candidates effectively.
Leverage Your Team: Delegate parts of the process. Assign trusted team members to contribute to or even own steps within the process. This not only speeds up the process but also gives you multiple perspectives on candidates.
Streamline the Process: Make sure your hiring process is as efficient as possible. Use clear criteria to filter candidates quickly, and employ tools to manage and automate parts of the workflow.
Clear communication keeps everyone on track
Maintaining open and consistent communication with your team is essential. Keep everyone updated on where you are in the hiring process and what’s expected of them. Regular check-ins can help address any bottlenecks and ensure that the process moves smoothly.
Balance urgency with quality
While speed is crucial, it’s equally important not to rush and compromise on the quality of the hire. Make sure that every step of your hiring process is thorough and that you’re bringing in someone who truly fits the role and the company culture.
Your thoughts and experiences
Filling a key position efficiently requires focus, delegation, and streamlined processes. By prioritizing hiring and involving your team, you can maintain productivity and ensure a great candidate experience.
How do you balance hiring with your other responsibilities? What strategies have worked for you? Share your thoughts and let's learn from each other.