Streamline your hiring process: defining key stakeholders

By Robert Half 28th March 2018

Drawn-out interviewing processes are hurting your business and costing you top talent. Recent research has revealed that 58% of jobseekers have accepted a second-choice role because their top choice took far too long to make an offer.

Losing your top candidate isn’t the only damage long hiring times can cause—costs can mount up, projects can be delayed, and stress could build within teams as they cover the workload of an open role.

Contrary to popular belief, the hiring manager isn’t the only individual responsible for recruiting new staff. Last year, Robert Half discovered that 15% of businesses felt an excess of internal stakeholders was one of the causes of hiring process delays within their organisation. 

Here are some of the ways you can define a key stakeholder for any given role and how to proceed with them into the hiring process to avoid long delays.

Related: Reduce your time to hire by streamlining your recruitment process

Who needs to be involved in your hiring process?

Before you attempt to identify who should be involved in making a new hire, it’s worth noting that the fewer stakeholders you have, the faster the hiring process will be. Each individual you select should ideally bring a valuable piece of insight to the table regarding skills, qualities and cultural fit:

•    The Head of Team or Hiring Manager

An obvious choice is the Team Lead. They have a deep understanding of the dynamic within the team currently and the qualities needed to ensure a good fit. 

Because they hold regular career development meetings with existing professionals in the team, they will be able to reveal whether the open role can be filled by a current employee who wants a sideways transition or a promotion. 

A team head will also be able to gauge the demand that the role will see and where it could go in the future, pending company plans. 

•    A direct business stakeholder

This is particularly important for a role that requires collaboration. If this position will interact with particular stakeholder or business function on regular basis, including them in the process will help to ease the transition of this new person. 

Related: Benefits of interviewing beyond the hiring manager

•    Direct co-workers

It’s no use hiring someone who looks good on paper but isn’t a fit for the team. You can combine the company culture knowledge with that of someone directly related to the open role within a team. They will give a strong indicator of the hard and soft skills needed to form a good fit and a rounded partnership. 

•    Recruiter

Opting to work with a recruitment company is another excellent way to speed up your hiring time. Because they have a pool of quality talent already available, recruiters can quickly assess and present a selection of appropriate CVs. 

Working with a recruiter also gives you the ability to delegate time-consuming tasks, such as arranging interviews and maintaining candidate contact, so your HR Manager is free for value-added tasks. At Robert Half, for example, our Company In process offers our clients a hosted interview so that they can concentrate on meeting and interviewing their candidates back-to-back.

•    HR Manager

Another key stakeholder in the recruitment process, the HR Manager will have a firm understanding of company’s hiring policies and procedures (which is essential for a good hire) but they will also be able to help you prepare the offer letter and employment contract when you are ready to secure your hire.

Moving forward with stakeholders

The next stages of the hiring process will be to define all the skills and duties you require from your new employee. You should consider training plans and current skills within the team to determine which are ‘must-haves’ and which are ‘nice-to-have’.

You’ll need sign-off from each stakeholder on the job description and salary before you begin the screening and interviewing process. Speeding up the process with your chosen stakeholders will also hinge on how decisive and clear you are on the requirements from you candidate, so define and agree them before you proceed.

To find out more about streamlining your hiring process, working with a recruitment company or defining hiring stakeholders, get in touch with the Robert Half team today.

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