Recruiting can be a time-consuming process. The time that you, the recruiter, do not have if you wish to attract top candidates to your company. The need to shorten the recruitment time to save money on the process and hire top-quality candidates is as strong as ever before. This article will look at some tips you can follow, so you can spend less time on recruiting work.
Track The Current Recruitment Process
The first step is to collect data on your current recruitment process. The data covers the time-to-hire, cost per hire, and other helpful metrics. You will use the metrics collected to crosscheck with the industry average. When checking, there are other factors to consider.
- The Company Size: Larger companies take longer when hiring for a new position. An example is a company size of 5000 or more will take approximately 58 days.
- The job role: Job roles that require the candidate to be technical take longer to hire; examples like project managers, engineers, or researchers would typically take longer. While administrative, sales, and accounting roles take a shorter time.
Consider this before extracting your figures to get accurate data.
If the metrics do not meet the industry average, it’s time to trace the bottlenecks in the recruitment process. After identifying the hindrances, the next step is to create a structured hiring process.
Create a Structured New Hiring Process
A structured hiring process acts as a guide in the recruitment process and is the groundwork for the next HR to improve on going forward. Conducting a hiring exercise without a structured plan means you have to start again from the beginning whenever it’s time to recruit – not the most time-efficient strategy to follow.
The structured process will have all the activities on it. From the beginning, job posting to the end of the process, which is hiring. You will need to allocate time to each stage on each interview stage and adjust the time as time goes on.
Invest in a Talent Database
An excellent way to spend less time in the recruiting process is to create a source of talents. This step is what most prominent companies do. Create a talent database with which they can lessen their recruitment time considerably. Sourcing talents is a time-draining task, and so it’s wise to build up your database of qualified candidates.
The talents are past applicants who failed to pass for a specific job role but would be excellent for another job if it became available. You can also source talents from schools, job platforms, or social media. You will probably need a CRM to manage them and keep them up-to-date by sharing relevant content with them.
Referrals are one of the fastest and safest forms of hiring. Employees who work in the company know what it takes to work there. They also want the cash incentive, so they will handpick a person who has a high probability of getting that job.
The employees effectively do the work of a recruiter by carefully selecting their pick. Data also back these facts; referrals are cheaper and are more productive than any other means of hire.
Invest in an ATS software
ATS or Applicant Tracking Software can help cut down time spent on recruitment. ATS software automates many functions in the hiring process. Some ATS software allows HR to check the words used when writing the job listing. They suggest neutral words when writing, allowing the HR some much-needed edit.
They also give the option of one-click posting instead of posting on each job listing site. ATS can also help with the screening of the CV process, and it uses keywords to separate the qualified CVs from the unqualified candidates.
Other activities ATS can automate:
- Aids communication between members: it is easier to disseminate information to everyone on the hiring team. Doing this speeds up the recruitment process. It can facilitate email reminders and regular updates on the candidate’s progress.
- Reduces time-to-hire: The system helps to monitor the stage each candidate is on. Knowing this allows the recruiter to speed up the process once you identify a candidate is through with a step, reducing the time-to-hire ratio.
- Schedule interviews: ATS software can help you schedule interviews with the candidate.
The software automates a lot of basic tasks, and so it helps recruiters save time if they invest in the product.
Try a Talent Acquisition Platform
Talent acquisition platforms are like the ATS in that they both use technology to automate processes. Talent acquisition uses AI to search through a database, select candidates that are a good match for the organization, and present them.
It uses a mix of personality questionnaires, skill tests, and cognitive ability assessments to match what talents fit your reference. The race to reduce recruit time has led to more companies using this method to source candidates.
Improve on Brand Presence Online
Google, Microsoft, Amazon, and Netflix (and many others) all have one thing in common – that’s their massive brand presence. Brand presence is how well your social media accounts run. How exciting, informative, and interactive is your website? What does your company stand for in society?
A strong brand presence will attract quality clients. It doesn’t have to be as big as any of the companies mentioned earlier – but it should be a forward-thinking one that can express this online. A good and powerful presence online will give the company some legitimacy.
Search For Them
Some applications allow you to search for talents. One such recruiting tool is SignalHire. SignalHire enables you to search for individuals through their names, job titles, skills, or locations. SignalHire also has a Google or Firefox extension used on sites like Facebook, LinkedIn, Twitter, GitHub, and MeetUP to source candidates.
Offer a Competitive Package
This point may not be one that HR will want to do, but if your company must get the best candidate out there in a short time, then it must pay a competitive salary. There may not be an official salary record, but people talk. With proper industry research, you can offer a competitive remuneration package.
Reducing recruitment time will need you to identify the current bottlenecks in the firm by comparing the data with the industry average. Automating activities that are monotonous and easy to perform is a good way of reducing the recruitment process. As well as having a pool of candidates in a talent database are good ways to reduce the recruiting work.