When attempting to conserve resources with the recruiting process and discover a qualified applicant, time might be your biggest enemy. The more time and money you put into recruiting, interviewing, and choosing employees, the more difficult and expensive the process becomes.
Therefore, the objective is to swiftly discover the most compatible job applicant and onboard them. Otherwise, they can have a change of heart and choose a different employment offer.
Therefore, hiring quickly is essential for a positive applicant experience, and 63 percent of job searchers would turn off an opportunity if they had a bad one. But how can you speed up hiring without sacrificing quality?
1-Better job descriptions should be written
The goal of the job description is one item that frequently goes unnoticed throughout the hiring process. The goal of the job description is to attract the best candidates and create realistic expectations for them regarding the position, the business, and the culture. Its true goal is to attract the appropriate individuals.
In general, most businesses aim to fill their available jobs as soon as feasible. Because of this, hiring managers occasionally don’t take the time to figure out what sort of applicant they need and desire.
They might not spend enough time creating an effective job description due to the urgency of the procedure. And when this occurs, the outcome is either a deluge of unqualified applicants or a trickle of applicants who can only fulfill incredibly precise requirements.
Make a list of the very essential skills, credentials, and training you want the prospective candidates to possess.
You may shorten the time you spend conducting interviews and speed up your recruiting process by developing a job description that accurately reflects the role and includes both preferred and essential credentials.
2-Clean up the pipeline for your employment procedure
The more wasteful processes you can remove from the employment process to speed it up, the better. Additionally, by saving time, you’ll probably outperform the competition for the top prospects. Remember that applicants value speed and simplicity in the hiring process just as much as those conducting the hiring.
In fact, 17% of all applicants who reported having a bad experience with an organization’s hiring process because of the time required with it withdrew their applications and moved on to apply to rival organizations, according to a 2021 Talent Board study report.
3-Communicate openly and honestly
Although we understand that you are attempting to speed up the recruiting process, there are several situations in which you may go too far and end up losing prospects as a result of failing to follow up.
Include open and regular communication from the very beginning of your interactions with your candidate(s), so they are aware of:
—How much time the application will need
—Once you have their application,
—When they may anticipate a response
—Timeline for the recruiting process
—How much time each step will likely need
Even if you can’t move as quickly as your rivals, this can not only expedite your hiring process but also persuade prospects to stay throughout it.
Additionally, there must be a feeling of personalized attention coupled with the open communication you are providing, particularly for those that stand out and advance in the recruiting process.
Making applicants feel welcomed and at ease will help them be more authentic to themselves during the actual interview since, as we all know, interviews can be stressful.
4-Social Media Use
Because it “takes too long,” a lot of recruiters are a little bit wary of social recruitment. It’s true that it will take some time if you’re beginning from scratch, which entails creating a profile, gaining followers, and connecting with and impressing everyone.
However, you should definitely make use of your existing social media presence if you have one. Post your job opening on Facebook, LinkedIn, Twitter, Instagram, and other platforms. There is no expense to you as long as you are not employing PPC advertising, so why not?
5-Automate The Process Of Hiring
Even while the hiring process can be exciting, it can also consume a lot of your time and effort. You’ll probably start looking for a solution to automate this procedure for that same reason. There are several approaches you may use to do this.
The hiring process may be sped up by investing in video interviews because you can set up a meeting as soon as you like someone’s application. CVs may be sourced to ensure that all the information is true and current.
By doing this, you can skip printing off PDFs, mailing them, and then waiting for a response. It’s important to remember that a person is on the other side of the communication channel when it comes to your employment procedure. And for that reason, targeted messaging is crucial.
With the talent acquisition process the finest talent is already employed by someone else, as we previously stated, therefore you must go above and above to demonstrate your genuine concern for the individual you are attempting to persuade to change jobs.
6-Benefit of video and phone interviews
By doing a phone or video interview before the in-person interview, you may quickly analyze a candidate’s general appropriateness, ensure that nothing untoward is going on, and determine their general personality.
You may talk to them, verify basic information (do they have a driver’s license, for example? ), and enquire a little more deeply into their motivations for searching for work.
7-Be quick with your offer
You’ve now located the ideal candidate and are certain that they are the best fit for your company. Quickly make that offer.
Leaving applicants hanging while they wait for a response is a certain method to turn them off of your business and/or make sure they get hired by someone else.
A superb applicant will hold out for around two weeks before giving up, according to Spark Hire, but to be quite honest, that still sounds like too long.
I am aware that there may be procedures that must be followed, but if you are truly confident in a candidate, you should move things ahead quickly so you may provide an offer.
Final Thought:
I recognize that it’s occasionally important to fill a position as fast as possible, but aim to avoid doing so throughout the recruiting process. Long-term time and financial losses will result from hiring the incorrect individual.
If a position has to be filled immediately, you might always think about hiring temporary assistance and/or asking existing employees to step up temporarily (if they don’t want to take the position full-time).
