“Don’t be busy. Just be productive” This should be the motto of every working class today. On the other hand, hard work is necessary but it shouldn’t be confused with efficiency and productivity. Thus, the synopsis of the discussion would be to introduce effective time management strategies in your work.
Though the below suggestions are narrowed down to Hiring managers and HR professionals only, the crux of the discussion remains the same.
Use remote interview process instead of calling all candidates into office
The very first time management method is quite easy to implement. Having said that, let's see what is the major time-consuming process in a hiring manager's schedule? Interview candidates and following up with them. Most of the hiring managers would agree to that, and if you are able to optimize this process then consequently you'll be saving your lots of beloved and productive time.
Wouldn't be great if you just have to interview a handful of candidates? You know, the deserving ones. Your problem of interviewing so many candidates and calling them into the office will be resolved then. The most viable option is to take remote interview either through a call or a video interface.
This process has one more great advantage. If you are confused between the two candidates then you can always watch the recordings of the interview. Say what? Yes, it is indeed possible to get the recordings of remote interviews.
Work like a team, not machines
You've been given the job to close the open positions. Obviously, it's not a work for a single HR manager, as it involves multiple tasks like sourcing, interviewing, and onboarding.
Which is why the complete task would be assigned to the whole HR team. So it is the responsibility of every HR executives to close their own task and help others in their team to do the same. Otherwise, it would have appeared someone has written commands to multiple machines and they are silently executing it.
For an example; if an HR executive in a sourcing team has to get resumes to close 3 open engineering positions, but couldn't manage to do so, then as a team, other members of the team should intervene to meet the target. And as a manager, you must see why that particular HR executive didn't meet the target and then take necessary steps so that it wouldn't repeat again.
The process is largely related to job sharing and the reason you want to do that can be found here The 5 reasons to Job Share.
Use a scheduling tool for sending and tracking emails
Accept it, hiring managers spend hours on sending emails and tracking response for the same. You probably have the email ids of the candidates you think could be the good fit for the job role, and you start sending them email separately. Ouch! That's a lot of work. Let's face it, it is indeed a monotonous work.
Today, when every repeated job have been taken over by relevant software and programs, it doesn't make sense to devote your huge chunk of time in doing that unnecessarily tedious work.
Instead, it is productive to make use of online emails tools like Toutapp, Drip, etc. You just need to create a campaign with follow ups once and the scheduling tool takes care of the subsequent process of sending emails and tracking analytics. Though, there is a learning curve in each of these tools but the effort that you will make to learn the tool is all worth it.
Keep record of interviewed candidates for later use
Take a note. Never throw away the data you gather while interviewing the candidates. If you come across a bad fit and feel the interview report of that candidate is worthless, then you're doing nothing but inadvertently killing your time. How?
You could cross question that the report of a bad fit is not at all useful. Okay, true, it isn't for now, but if you have another requirement in future and that bad fit could have been a good fit for that position. And it is highly likely that you end up repeating all the process for the same candidate.