6 Steps to Follow When You Need to Hire a Lot of People, Fast in Seattle

Hiring the right bunch of people, who are skilled and qualified for the job, along with being a good fit for the company culture – not an easy feat. Now, you are planning to hire a lot of that talent within a limited time in Seattle. You have just increased the difficulty level by several notches. But there’s no reason to worry if you follow the right steps as the ones outlined below.

1. Look beyond the recruiters in assembling the hiring team

There is no denying that you are going to need qualified recruiters for such a huge hiring drive. They are important for sourcing and screening the candidates. But your hiring team should not just consist of recruiters. Why not get your present employees involved as well?

Your current staff in the related line of work can be of immense help in this matter. For instance, if you are going to hire a hundred sales executives, ask your current best sales executives to join the recruitment team. Since they are already working for you, they will be able to better define the qualities to look for in future candidates. After all, the new bunch of sales executives are ultimately going to make the job of your present sales executives easier.

Let your present employees do their everyday job. Just ask them to spare an hour or two everyday from that towards the recruitment drive. This way, you show your present employees that you value them, which sets a good example for the prospective candidates joining your company.

2. Clearly outline the attributes that you need for the job

So, you have your team of recruiters ready to start the hiring process. It’s time to chalk out what you are looking for in a prospective candidate. Since you are planning to hire a lot of people, chances are that you are hiring for more than one role. Make sure you clearly define the responsibilities and skills needed for each of the roles. Also, your recruitment team should have one of current employees representing each of those roles.

Even in a massive recruitment drive, the focus is never solely on the academic and professional qualifications of the candidate. You will also consider the personal attributes of the candidate to see if they can fit your company culture or not. List out all such qualities you are looking for before you start searching for suitable candidates.

3. Get in touch with a staffing agency in your area

Closing a job position quickly is difficult, and that level of difficulty increases manifold when you are trying to hire for so many positions within a limited time frame. However, a staffing agency can ease out the process to a great extent for your company. They already have an experienced team and a huge database of qualified candidates. They verify and screen the candidates beforehand, which takes a lot off your plate and saves your time.

So, whether you are looking for candidates to fill-up full-time or part-time positions, an established temp agency Seattle can do the job for you. All you need to do is contact them and let them know about the positions that you want to fill up. You can run your interviews faster after they have handed you a list of skilled candidates.

4. Leverage other places and technologies to search

You can also post your job notification at other places where your prospective candidates are most likely to look. For instance, you can consider the online recruitment platforms, or maybe you can post the ad on LinkedIn – the social platform for professionals. If you are looking for recent graduates, you might contact universities near you for a recruitment drive.

If you are feeling buried under an avalanche of job applicants, technology can be your best friend in getting you out of there. Use the modern tools to scan through the profiles and identify the best fits for the role. You will be able to go through more job applications in a shorter time this way.

5. Set a definite structure for the entire interview process

The more structured your interview process is, the faster you are going to fill up those job roles. Along with structuring the entire interview process, you also need a definite set of questions you’re going to ask or skills you are to test in each round. Since you have a lot of posts to fill, you have to find a way to complete the process in time.

So, for instance, you are trying to hire a sales executive as mentioned before. In the first round of interviews you conduct over the phone or video calls, ask them a set of five to six questions and note their answers. In the next round, take the candidates who qualified from the telephonic interview and give them a problem to solve in ten to fifteen minutes. Finally, the qualified candidates go into the final round of interview that also has a definite set of questions.

You can have those three rounds of interviews that you need to conduct and still save time this way. Besides, since there is a well-defined process to follow, any glitch can be quickly managed by the recruitment team through quicker adoption.

6. Get a bunch of referrals from your present and new employees

You can ask your present employees for referrals from their network. In fact, you can even ask your new employees for the same. A sales executive will know other sales executives, a software engineer will know other engineers, and so on. So, tap into the wide network of your employees when you are trying to hire better and faster.

For instance, maybe you have planned to hire fifty people, and you hired twenty of them at one go. From the referrals they give you, finding at least fifteen to twenty more will be easier.

So, follow these steps and your hiring process will not only be completed faster, but also go a lot smoother. Let’s get to work now!