How do you balance speed and accuracy in filling multiple requisitions at the same time?

1 Plan ahead

Before you start sourcing and screening candidates, you need to have a clear understanding of the requirements, expectations, and goals for each requisition. This will help you create a realistic timeline, allocate your resources, and prioritize your tasks. You can also collaborate with the hiring managers and stakeholders to align on the hiring criteria, the interview process, and the feedback loop. Planning ahead will save you time and avoid confusion and miscommunication later.

2 Use technology

Technology can be your best friend when it comes to speeding up and streamlining your recruiting process. You can use tools like applicant tracking systems, sourcing platforms, talent pools, automation, and analytics to manage your requisitions more efficiently and effectively. For example, you can use an ATS to track and organize your candidates, send automated messages and reminders, schedule interviews, and generate reports. You can also use sourcing platforms to find and reach out to passive candidates, build talent pipelines, and leverage referrals.

3 Be selective

While you want to cast a wide net and attract as many qualified candidates as possible, you also want to be selective and focus on the most relevant and promising ones. You can use screening methods like resume reviews, phone calls, assessments, and video interviews to filter out the candidates who don't meet the minimum requirements or fit the culture. You can also use scoring systems, ratings, and feedback forms to compare and evaluate the candidates based on the hiring criteria.

4 Communicate effectively

Communication is key to maintaining a positive and professional relationship with your candidates, hiring managers, and stakeholders. You need to communicate frequently, clearly, and consistently throughout the recruiting process. You can use communication channels like email, phone, text, or video to update your candidates on their status, provide feedback, answer questions, and confirm details. You can also use communication tools like calendars, agendas, and checklists to coordinate with your hiring managers and stakeholders on the interview schedule, the decision process, and the offer negotiation.

5 Review and improve

Finally, you need to review and improve your recruiting process regularly to ensure that you are meeting your goals and delivering quality hires. You can use metrics like time to fill, cost per hire, quality of hire, candidate satisfaction, and retention rate to measure your performance and identify areas of improvement. You can also solicit feedback from your candidates, hiring managers, and stakeholders to understand their expectations, challenges, and suggestions. Reviewing and improving your recruiting process will help you balance speed and accuracy in filling multiple requisitions at the same time.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?