How To Speed Up The Hiring Process & Not Compromise On Top Talent
Timing is key. Is it possible to speed up the hiring process without compromising on top talent? In some recruiting scenarios, particularly during high volume recruitment, the urgency to complete a task swiftly increases the temptation to rush. There are hundreds of job applications against multiple live vacancies that will increase the pressure to make faster hiring decisions.
To reduce this risk, hiring teams must determine the most effective method they can adopt to ‘speed’ up the process. An efficient and streamlined hiring process, through time-saving initiatives, will positively contribute to the overall quality of hire.
Time to hire – a key recruitment metric
The time it takes to hire is important for multiple different reasons.
First off, financially it’s beneficial. Arguably this is because the quicker it takes to get to that all-important hiring decision the less time and resources required. Resulting in reduced advertising, sourcing and onboarding expenditures. That would have otherwise been strained during a more time-intensive hiring process.
Secondly, speediness encourages candidate retention and satisfaction. Candidates dislike prolonged waiting times when applying for a job and according to a recent study carried out by Hays, 71% of applicants would abandon their online job application if the process took 15 minutes or longer to complete. Consequently, leading to a failed candidate experience and a potentially harmful impact on the overall employer brand.
3 proven ways to speed up the hiring process:
1. Reassess current processes
Start at the basics.
What stages currently take the longest for candidates to complete?
To make improvements, it is vital to assess the current recruitment process. So that once an audit is undertaken, stages considered ‘time-consuming’ or areas that received the highest dropout can be flagged and made a priority.
Key areas to re-evaluate are:
- The job advert and positioning
A poorly written advert will fail to attract the right applicants. Contributing to wasted resourcing times and advertising expenditures.
- Application process
What stages does the application process consist of and which areas receive the highest dropout?
Recruitment software offers insight into these hiring metrics. Enabling teams to track the progress, success and potential progression of a candidate’s hiring journey.
Does this require multiple stages?
To utilise time effectively determine which interview styles are completely necessary. In some cases, initial conversations can be conducted via interview screening software. Allowing applicants to record their answers and hiring managers to assess at their convenience.
2. Streamline administrative tasks
Many organisations will utilise an applicant tracking system to help manage the entire recruiting process.
Whilst this is a necessity in high-volume recruitment, more can be done to boost recruiter productivity and efficiency when faced with multiple open vacancies and high influxes of job applications.
Hiring automation enables recruiting professionals to automate processes that are considered time-consuming.
Spotlight on CV screening
Organisations who choose to automate time-intensive tasks such as resume/CV screening will see a considerable difference in the time it takes to hire compared to those who do not.
This is because this type of technology can automatically filter and sift through applications against live vacancies. Presenting ranked results on the basis of candidate fit – taking into account their skills and experience to the proposed job role.
Ultimately, hiring automation will make ease of everyday recruitment tasks. Automating administrative tasks will reinforce the importance of human evaluation. A recruiter’s priority will shift and they will have more time to make key, effective hiring decisions.
3. Make use of the candidate database
Historic candidates may have failed previously to secure a job role but does this mean they should be ruled out of any future vacancies within the same organisation?
No! It’s likely, their skill set and experience has had time to grow and develop which could make them a great match for a new position.
There are automated solutions to help employers look towards candidates already existing within their talent database, with the capability to automatically search, source and match appropriate applicants to new job roles. Bringing completely new life to the term ‘keep on file’.
This is a definite time-saver because it makes use of past talent attraction investment, reducing the need to source externally for brand new candidates.