Time Saving Strategies for Hiring Managers

Regardless of the culture of the organization, leaders always mention the importance of selecting the right people to succeed. As motivating as that sounds, it is very hard to picture a manager in front of hundreds of resumes and cover letters with a smile on their face. Even though that’s not always the case, most hiring managers confront selection with uneasiness and uncertainty, and this is a problem. Why? Growing your human resources department is an opportunity to grow your talent. It’s very easy to say and sell it as a concept, but harder to carry it over effectively. This is a problem every hiring manager has to deal with, but putting it into practice is tougher? The evident mismatch between empirical scientific findings—often called best practices—and real practices concerns an entire field. Even so, there will always be expensive, valid, and reliable’ hiring solutions which only some hiring managers can afford for a few positions. We want to provide you with strategies you can easily implement in your selection and hiring process to save time and money while finding the right candidate for the position.

How to Hire Employees
The first and unavoidable step is to identify the ideal candidate based on relevant characteristics for successful performance. A job analysis is needed unless you’re taking a deductive approach and using online resources such as O*NET, the Bureau of Labor Statistics, or other reliable databases. If choosing the inductive approach, I recommend evaluating different methods to identify which one is better for you. I find the critical incident technique very efficient. Based on the criteria for successful performance, you can establish which knowledge, skills, abilities, and other characteristics (KSAOs) your ideal candidate should possess to perform successfully. Remember that contextual variables and the culture of the organization will affect the job incumbent’s performance. The more information the incumbent receives (tasks, context, culture, etc.) beforehand, the less the risk of employee turnover.

Always recruit with your ideal candidate in mind. No matter how good our selection measures are, you won’t be able to use it unless you customize the applicant pool based on relevant criteria. Traditional chalkboard signs and referrals have very limited reach. Job search companies can be very helpful as they provide large applicant pools to a little cost.

No matter what recruiting strategy you are using, not every candidate interested in the position will be a good fit. Pre-screening questions can automatically save a lot of time and money when screening applicants that don’t meet the minimum requirements for the position (i.e. experience, physical, knowledge, skills). This will make your hiring process more efficient.

Select the Right Candidate
With a smaller applicant pool, you can now use different strategies to predict performance. I won’t expand in different indicators of performance. However, there’s a thought I want to share with you before my post too gets long and boring. Traditional application processes are not always compatible with large applicant pools and sometimes cause a bitter applicant experience. There are resources out there providing accessible user-friendly platforms to promote high-quality hiring decisions. Apploi is one of those platforms.

Learn how you and your company can take advantage of the Apploi hiring platform
Use Apploi’s efficient job posting options (including free unlimited job postings), filtering tools & user interfaces and join the thousands of other companies who are hiring employees for their hourly jobs. Apploi’s core focus is on capturing interested job seekers in retail, hotel, restaurant, food service and customer service roles. Employers are hiring faster with Apploi while saving time and money in the process. Contact us today for a demo or to discuss your specific hiring needs.

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