To say that business leaders have had to scramble over the past few months, is an understatement. Virtually overnight, the COVID-19 pandemic forced leaders to change business models and staffing levels in order to survive.

In looking to keep candidates engaged, employers will want to balance hiring efficiency with hiring effectiveness. The hiring process should not be geared so much toward efficiency that it cuts into effectiveness. Similarly, too fine a focus on finding the best-fit candidate will slow the process and hurt efficiency.

Make big gains in efficiency and effectiveness with a few key tactics, such as:

  • Energizing job postings. These should be exciting and concise. Include compelling information in the first paragraph of your job descriptions, and leave the dry stuff for later–or remove it all together.
  • Optimize job applications. These should be helpful for identifying “best-fit” candidates. Take a long look at your application questions and eliminate the unnecessary or redundant ones. Consider how the questions will generate qualified candidates who fit your organization and will stay for the long-term. Include a few knock-out questions that will screen out unqualified or “bad-fit” applicants.
  • Streamline communications. These, like the two examples above, should be characterized by brevity and utility. Consider using text messaging as a faster channel for candidate communications that bypasses “phone tag.” Utilize software that makes it easy for candidates to schedule interviews based on a hiring manager’s real-time availability.
  • Personalize the Process. In all messaging, the focus should be on the candidate. Sure, talk about how the organization can benefit the candidates. But don’t lose sight of how the organization can benefit from the candidates–this side is often communicated too late in the process. Ensure that candidates feel uniquely appreciated early and often, so that they maintain excitement throughout the hiring process.