3 Critical Steps to Hire Better and Faster | 2-Minute Video

Who wants to hire better and faster for their workplace?

Probably every hiring manager in existence. But most HR professionals struggle to fulfill their hiring managers’ dreams of quality and quickness. Why?

It’s because every other HR pro is aiming to do the same. It’s often a fierce competition to get the best hires on board.

What’s Up in This Episode: Hire Better, Faster

In this episode of HRMorning’s 3-Point, our expert, Kareem Bakr, Managing Director at Phaidon, shares insight on how to identify great candidates, get them in your hiring pipeline and hire the best one quickly. Here’s a hint to making that work: Peel back the skills you need and decide what you can live without when you want to fill a role quickly.

Click, watch and listen for more details on how to hire better and faster.

Transcript (edited for clarity):

Let’s say you need people. And you need them fast.

You aren’t alone. In fact, you’re in competition when it comes to hiring.

Nearly two-thirds of companies plan to hire for new permanent jobs this year, according to Robert Half. But it doesn’t happen quickly. The average time to hire is 44 days, according to Josh Bersin Company data.

So the question is, how can you hire better and faster? Here’s help.

Kareem Bakr, Managing Director, Phaidon International: I would first identify what does the perfect hire look like. If I could onboard someone tomorrow where there was minimal ramp-up period, if they could just be a plug-and-play from tomorrow, let’s start there. And I would try and identify at least, let’s call it three to five main characteristics of what makes that hire bang on the money.

If you have the top characteristics, you’ll want to next think about the role you’re hiring for.

Bakr: It’s also about looking at the type of hire you want to make. Is it a lateral hire where you’re just moving, let’s say, a VP at one shop to a VP in your shop with the same skill set, the same remit? Or are you going to advertise and take a chance on someone where it’s going to be an upward move, someone let’s say he was an AVP or an associate?

Now, here’s where Bakr says you want to peel back — start deciding what you can live without.

Bakr: That’s part of our screening process to understand where are the pain points, what’s their risk appetite, so to speak, of what skill sets can you live without and what would be nice to have to make that a perfect 10 out of 10 candidate.

So to hire quickly and effectively:

• Pinpoint. Nail down five or so must-have characteristics for the role.
• Level out. Consider the level you’re hiring for. Decide if you want a lateral or upward move into it.
• Peel back. As you screen, recognize the skill sets you can live without until a candidate is trained.

You likely won’t ever find a Perfect 10 job candidate immediately. But if you know what you’re willing to risk and train for, you’ll find who you need quickly.

More Resources for Hiring

To say hiring is important for HR pros all of the time would be an understatement.

So naturally, we’ve covered hiring and onboarding extensively on HRMorning. Here, you’ll find more resources:

• 3 Ways HR Has Responded to Latest Hiring Trends
• 36 Questions Hiring Pros Want to Ask During Phone Interviews
• 3 Ways to Up the Ante on Your Hiring Events | 2-Minute Video
• 5 Second-Chance Hiring Successes
• 6 Incredible Ways Social Media Reshaped Hiring
•  Ways ATS Can Improve Hiring Efficiency
• Job Sharing: 6 Ways This Old Trend with a New Twist Can Fix Hiring & Retention Woes