What comes to mind when you hear the word “agile”? Do you think of an animal that is light and quick on its feet, or a person who is able to adjust and adapt quickly as situations change? Perhaps the first thing that comes to mind is the Agile Manifesto that was written in 2001, which revolutionized the software development process. In the 20+ years since the original manifesto was released, the Agile methodology has expanded across a wide range of industries, from finance and professional services to telecommunications and transportation.

Applying the 4 Agile Values to your recruiting/talent acquisition process as a small business:

1. Prioritize a “candidate-centric” experience: Ensure that your job descriptions have realistic expectations for the skills and experience a potential candidate possesses. Doing so will result in more applications from qualified candidates, thereby reducing the time spent looking through a huge stack of resumes. In addition, be timely with letting unsuccessful candidates know that a different candidate was chosen. People remember how they were treated, and someone who doesn’t fit your organization in the present may be just who you need in the future.

2. Be adaptable in the process: Instead of thinking of your recruiting process as Step 1, then Step 2, then Step 3, etc, consider how you can conduct tasks in tandem to help reduce the length of the overall hiring process. For example, can you start the interview process as soon as you have an application from a suitable candidate rather than waiting for all applicants to be reviewed? Can an interview be conducted virtually earlier than an in-person interview?

3. Collaborate with candidates: Use the interview to not only assess a candidate’s technical skills and experience, but also to gain an understanding of their cultural fit, and what their wants and needs are from the position. Be honest from the beginning about what your company can offer: perhaps you can’t offer a salary on the top-end for the position, but you can offer flexibility in working hours/locations or the amount of vacation time the candidate would receive.

4. Remember that small changes over time add value: The chances of overhauling your recruitment/talent acquisition methodology overnight are slim, so it’s important to trust the process and make continual adjustments as you become more familiar with it.

Whether you hire staff regularly or infrequently, the Agile method can offer significant benefits in acquiring the talent you need.