What Every CFO Needs To Have In Place For Better Hiring
You have good people working for you on your hiring team. They are always up to the task and don’t spend too much time playing around. But the company’s profit isn’t adding up in your monthly reports. It’s taking forever to hire new employees. And once they’re hired, they don’t get up to speed for weeks, sometimes months.
So what’s causing this problem? It’s the process and tools that your team is currently using.
If your employees are busy, that does not mean that they are productive. And even if they are smart people working hard, if they are taking the wrong approach or using outdated tools, then those soft costs of your business are going to add up. Or should I say subtract down…
As the CFO, it’s your job to make sure that your people are in the best position for success. That they are up to date on the best strategies. That the tools they are using are right for the job and work seamlessly. That the processes your team has in place ensure not just increased productivity, but also reduce the risk of error and compliance issues.
This is a common issue that most CFOs have to face at one time or another.
Use this list as a starting point to make sure your hiring team is in the best position for success, and have the right processes and tools they need to do their best work.
1- Recruiting Your Next Superstar
Recruiting is one of those things that seems so simple and obvious, that sitting down to create an intentional process seems like a waste of time.
But once in the trenches, we all know that working without clear steps is really what causes the time wasting.
Have your recruiting team spend some time together and make a checklist of everything they go through from
- Identifying A Need
- Position Development and Compensation
- Job Posting
- Applicant Sourcing
2- Applicant Tracking & Hiring, Without Reading 387 Garbage Resumes
Once you’ve got your jobs listed across the 289,283,923 different online job boards and recruiting services, you’re going to have to prepare for that flood of resumes.
You know there will be very highly qualified applicants coming in, but of course there are also the tons of “resume blasters” out there who are just trying to get something, anything, that will pay them. So how do you weed these people out and focus on the cream of the crop?
You’ll need a filtering and sorting system.
Make sure that you have the right tools for this job that can easily create a workflow to screen initial applicants so that your hiring team is not spending dozens of hours reading through useless resumes. Not to mention the risk of then unintentionally skimming past a great candidate.
3- Improve Onboarding Speed & Lower Risk Of Mistakes
Congrats, you hired the perfect candidate to join your team!
Now the real work begins…
You can’t expect them to come in on day one, plop down at their desk, and become a star player.
What kind of orientation process do you have to make sure that they are not only brought up to speed on what’s going on, trained properly to do their job well, but also making sure all of the admin tasks associated with a new employee are done quickly and efficiently?
Do they have an assigned desk space waiting for them? Is their computer ready to go? Is all of their paperwork completed, submitted, and filed properly?
This kind of minutiae has a lot of room for human error.
But what if you had a simple template, that with one click would trigger all of these necessary actions and manage the tasks to get done quickly and without overlooking anything?
With today’s HR systems, not only is this possible, but it should be your standard operating procedure.
Have Questions About The Details Of Making Your Hiring Process Smoother?
As a CFO, these things are not in your wheelhouse of expertise. And that’s ok, they’re not supposed to be.
To help make it easier for you to make the best decisions for your company, we would like to help answer any questions that you have about your current situation or the options you have for improving your situation.
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