Finding new additions to your team during the hiring process can be exciting.

However, if you go about it the wrong way, it can also be incredibly stressful – both for you and your applicants.

When your business is prospering, it means that your team will have to grow to keep up with your work.

However, pinpointing the perfect people to take on board is a tricky business. And a stressful one.

Between writing job profiles, assembling and reviewing applications, and interviewing candidates, you’ll have a lot on your plate.

Here are four tips to help you make hiring more efficient and less headache-inducing.

Be Clear About Your Minimal – and Optimal – Qualifications

Prioritize your expectations for the role you’re trying to fill – both in terms of formal qualifications and experience.

It’s tempting to compile an unordered, foot-long list of boxes for candidates to tick.

However, if you do this, your applicants usually fulfill some but by far not all of your criteria, and often not those that are most important to you.

After all, general wisdom among jobseekers is to apply even for positions for which they are not qualified.

This is because they believe companies’ expectations are unrealistic anyhow.

In addition to landing you with more candidates to review than necessary, this also introduces bias.

For instance, women are less likely to apply for positions unless they are 100% qualified.

To get a good cross-section of well-suited candidates, list what requirements for the position are obligatory and what qualifications can earn applicants bonus points.

This will help you avoid scanning candidates’ resumes who don’t fulfill your core criteria.

To pinpoint these requirements, communicate with each department that will interact with the new hires.

Ask them for their input and what skills they need to – and would like to – see in the new addition to your team.

Centralize Your Submission Process for the Hiring Process

Next, set up a submission process on one centralized platform.

A significant stress factor on the hiring journey is applications flying at you from different angles.

Some people might submit via your website, others via email, some through social media DMs. Some CVs may even arrive in the mail. Rounding them up takes a lot of effort.

To save time and nerves, decide on a single way candidates can submit applications – and stick to it.

For example, you can give them a specific email address to send applications to, or you can set up a dedicated hiring form on your website.

Describe the submission process in your job ad, and state openly that you won’t consider applications submitted through other channels.

That way, you’ll have all applications in the same space, ready for review.

Additionally, you’ve also weeded out candidates who won’t follow simple instructions – or can’t be bothered to read them in the first place.

Set a Clear External and Internal Timeline

During the hiring process, it’s essential to give yourself time to breathe.

Don’t just madly rush through CVs and set up interviews as fast as you can.

Instead, take your time to consider applications, take a step back, and then decide which candidates to interview.

Taking this slower, more mindful route allows you to cut back on your own stress. It will also help you select candidates with more care.

To benefit from this approach, communicate the timeline to both your candidates and your team in advance.

Otherwise, you might have to deal with emails from anxious applicants and colleagues badgering you for updates.

By stating in advance – in an internal email and the position description – how long you will take to consider applications and send out interview requests, you’ll set expectations and cut back on annoying inquiries.

Save Time – Only Interview Select Candidates

Finally, only schedule interviews with candidates you feel could be great in the position.

Often, you might want to give people the benefit of the doubt, even if something in their resume bugs you.

While that is an admirable sentiment, you also have to be mindful of your own time.

Interviewing candidates – and preparing for that interview – takes a lot of time out of your day and can be very stressful.

Focusing on the most promising candidates can give them more attention and save you from marathon interview appointments.

If none of your prime candidates turns out to be suitable, you can still reach out to others.

Conclusion

Filling a role in your business is as challenging and draining as it is exciting.

To cut back on your stress, prioritize your expectations, centralize the submission process, set a clear timeline, and only interview select candidates.

Overall, this will help you care for your own physical and mental health, and it means that you can treat candidates more mindfully.

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