A recruiter’s prime directive is to identify and secure new hires of the highest quality. In the pursuit of this objective, many well coordinated processes and procedures need to be performed with high levels of detail orientation. Although these tasks are done sequentially, the smart recruiter will find ways to prioritize these activities in a manner that will bring about the seamless and expeditious closure of one task leading to the next until the desired candidate has accepted their offer and arrived on their start date for work.
Additionally, intertwined with the recruitment process are the many stakeholder relationships that are also intimately involved with the final new hire’s successful selection. Here again, a recruiter’s judgment and confidence makes a world of difference in managing these intricate relationships. The more organizational savvy and leadership the recruiter projects, the greater the trust, credibility and rapport will be achieved.
Summarizing recruitment process flow activities involved in the corporate hiring life-cycle, we have the following:
Understanding the job position’s requirements and purpose in the organization
Managing relationship with Hiring Manager via pre-hire intake meeting
Assessing resumes and short listing prescreened viable candidates to hiring manager
Managing relationship with HR Community ( HR Business Partners Compensation specialists etc,)
scheduling candidate interviews
Managing external vendors and Suppliers
Manage the Interview process
Facilitate Candidate debrief after interviews
Manage final candidate identification and selection process
Manage internal Talent pool
Manage external candidate pool
Manage the feedback loop with stakeholder, in as close to real time as possible
Prepare final offer compensation analysis in order to present offer to the candidate
Secure appropriate exception approvals if necessary
Negotiate offer terms with candidate
Present verbal offer
Send out actual offer letter
Check reference, begin background check contingencies
Once background contingencies clear inform new hire accordingly.
Ensure new hires welcome materials are sent prior to physical onsite start date.
The Secret to maximizing time management is to reverse engineer the offer acceptance process by focusing on the most productive activity at every given moment that leads to accelerating the candidate acceptance rate.
For example, if given the choice between scheduling interviews or preparing an offer letter, prepare the offer letter first, since that is closer to an acceptance than the scheduling would be.
I would recommend the daily planning activity take place the night before the next day’s planned activity. Each night draw up a list of your requisition load status. As you do, you will start to get a grasp on the transactions which can be ranked in terms of their priority. Using a day planner or similar calendar checklist, map out which calls to make first, which emails should be sent in specific order based on urgency and be mindful of how your time is being spent. I would prioritize the activities in “bundles” of 5, and once those are completed take care of less critical activities so that they also are completed in a timely manner.
The better you can plan and prioritize your activity based on where that particular activity sits in the staffing process continuum, the better your time management skills will improve.
Once this habit is ingrained, You will feel a sense of accomplishment as your tasks are completed in rapid fire fashion with zero defects by being thorough and meticulous in your planning.