HiringThing.com shows how to create a process for successfully finding and attracting qualified job candidates and outline how this can be done with calculated investments in time, money and effort.

1. How To Reduce
Time and Cost
In Hiring

2. Today’s Presenter
Rachel Bell
Director of Marketing
HiringThing

3. Today We’ll Focus On
How small and
medium businesses
can find great talent –
fast and affordably

4. What Will You Learn Today?
How to quickly attract qualified
candidates
Ways to supercharge the pace of
candidate screening
Steps to develop or enhance
employee referral programs
Ways to streamline interviewing to
save time and money

5. You Might Be Thinking...
 My hiring process is time
consuming.
 Why is it so hard to find
qualified candidates?
 Sorting through resumes
is just so painful
 I know my employees
have to know good
candidates

6. Finding Great Candidates - Fast
Find and Attract Qualified Candidates –
Fast!
Supercharge Candidate Screening
Harness the Power of Employee Referrals
Streamline the Interview Process

7. The most successful job
postings are the ones that are
the easiest for candidates
to find.

8. Keep Your Job
Posting Simple.

9.  Straightforward job title
 Spark interest with a killer opening paragraph
 Include a separate list of required skills & qualifications
 Provide a salary range.
 Location and travel expectations
Create a Job Description Worth Noticing

10. Throw the lengthy application process
out the window

11. Show Off Your
Employer Brand!

12. Focus on a Great Candidate Experience
Communicate is key
Clearly articulate
next steps
Evaluate and Modify
the Process
Turnaround time is
key

13. Any questions
about what
we’ve
discussed so
far?

14. Create Powerful Job Descriptions
Supercharge Candidate Screening
Find and Attract Qualified Candidates –
Fast!
Harness the Power of Employee Referrals
Streamline the Interview Process

15. “Time is the measure of
business”
- Francis Bacon

16. Create a Hierarchy of Must Haves
Does education
matter?
Same goes for past
experience
Will you consider
anyone from
another industry?

17. Four Criteria to Speed Up Your Screening
1. Location
2. Industry
3. Function
4. Experience and Education
Bonus – The Obvious Stuff Like Spelling!

18. Now, you’ve
eliminated 80% or
more of the
resumes in your
stack.

19.  Edit the job description or job title if it looks like you’re
getting candidates who don’t fit what you’re looking for
 Consider posting on niche job boards that attract a very
specific type of candidate
 Use an ATS and utilize keyword search and auto-archiving
 Clear your schedule so you can focus on reviewing
applicants, instead of trying to “fit it in” to your day
Put the Process into Overdrive

20. Questions?

21. Your Employees Can Help Find
Candidates
Harness the Power of Employee Referrals
Supercharge Candidate Screening
Find and Attract Great Candidates – Fast!
Streamline the Interview Process

22. Referrals By the Numbers
Speed – referrals are the fastest in time to fill (25% faster
than job boards)
Retention – over 20% higher than job boards
Percentage of applicants – 7% are referrals
Percentage of hires – 28 – 40% of all hires
Diversity - #1 source for diversity hires

23. Setting Up an Employee Referral
Program
 Keep it Simple
 Incorporate social platforms
 Incentivize appropriately
 Integrate with other systems

24. Establish Some Ground Rules
Define which
employees can
participate
Set up a process
Establish
expectations
Cover important
EEOC info

25.  Focus on Offering Cash Incentives
 Set a cash amount that is Compelling!
 Recognize successful referrers
 Keep employees informed of the progress of their
referral
 Educate employees on how to be successful referrers
Create a Successful Program

26. Any questions
on this?

27. Streamlining the Interview Process
Streamline the Interview Process
Find and Attract Qualified Candidates –
Fast!
Supercharge Candidate Screening
Harness the Power of Employee Referrals

28. Pre-Screening and Phone Interviews
Review resumes and questionnaires to prescreen
Rate applicants based on pre-screening
Invite your top candidates for a phone interview
Conduct a 20-30 minute phone interview to identify top
candidates
Schedule top picks for a phone interview

29. Prepping For the In-Person Interview
 Prepare questions to
stay focused
 Review the candidate’s
resume prior to interview
 Schedule enough (but not
too much) time
 Be prepared to answer
questions

30.  Use open-ended questions – you want to get as much
information as possible from the candidate
 Get specific on things that matter – credentials,
experience, job history
 Behavior questions – ask the candidate to describe a
situation and her reaction
 Questions you can’t ask - direct questions about family,
marital status, age, religious or political affiliation
Question Types and Techniques

31. Reach Out
 To get started with a 14 day free trial, visit:
www.HiringThing.com
 Or email: info@HiringThing.com

32. Today We’ve Given You a Few Tools
How small and
medium
businesses can find
great talent – fast
and affordably

33. And We’ve Covered How To:
Find and Attract Qualified Candidates –
Fast!
Supercharge Candidate Screening
Harness the Power of Employee Referrals
Streamline the Interview Process