5 proven ways to speed up your hiring process
Imagine. You're a recruiter, and it's been a long day at work, and you still have plenty of work to do as part of your hiring process. Let us spill the beans to all our fellow recruiters: don't you wish there was something we could do to speed up your hiring process? What if we told you that in this blog, Approach: End to end recruitment solutions has brought you the 5 proven ways to speed up your hiring process? Do you have a smile on your face? Continue reading to see your smile grow even bigger.
1. Be more specific with your job description.
A clear and precise job description is something that is frequently overlooked during the hiring process. The motivation behind the job description isn't just to inform potential candidates or competitors about the work that you have available, but also to attract the right candidates and set the right assumptions about the position, the organisation, and the company culture or what a company has to offer aside from salary. (Several surveys show that candidates prefer a good company culture and other benefits that a company can provide.)
Most businesses prefer to fill job vacancies as quickly as possible. Because of the time constraints, they may not devote enough time to developing an effective job description. When this actually happens, the result is either a massive wave of unqualified applicants or candidates able to only meet extremely specific requirements.
List of sections you must preferably include in your job description:
1. Brief description of your company (Mission, vision, values, main products/services)
2. Top and industry specific qualities required from a candidate
3. Precise roles and responsibilities of the available job.
4. Employee perks and benefits (apart from the salary)
5. Company culture
6. Basic information such as working hours (time) and location.
Additional tip: Use interesting subheadings like:
1. You’re good at” or “What we expect of you.” instead of “required skills”
2. “What you will do” instead of “Roles and Responsibilities”
3. “Some of the many benefits of working here” instead of “Employee benefits”
2. Maintain Communication Channels
As a recruiter, nothing is worse than 'ghosting' your candidates. This usually results in "black hole syndrome," in which applicants disappear further into the pipeline but never receive a reply from the company or organisation.
Keep your candidates informed at every stage of the hiring process, for instance how long the application will take, how soon they can expect to hear back, and so on.
Communication improves the candidate experience and encourages candidates to stay longer in your hiring funnel. Especially for those that advance in the employment process. We've all been in the same scenario before, so we understand how stressful the entire recruitment process is for the applicants, and it's crucial for us as recruiters to make them feel comfortable and welcomed during that time.
When a new applicant arrives at Approach for an interview, for example, our reception team serves them water and keeps them company while they wait. The recruiter they've been speaking with up to that point takes the prospect on a guided tour of the entire workplace so they can get a sense of the office ambience and our corporate culture in action. As they tour the office with someone they already "know," they can ask questions that they would never ask in an interview while still deciding if they want to work here. It's another way of letting both parties know if they're compatible.
This procedure makes the candidate feel at ease and encourages them to choose you as their ideal employer, which directly speeds up your hiring process.
3. Be Selective About Hiring Platforms
It's no surprise that technology and opportunity are rapidly evolving. As recruiters, we now have access to a variety of channels to seek our ideal candidates, including Indeed, Monster, Naukari, LinkedIn, and social media platforms like Instagram and Facebook. The key is to specialise. Avoid publishing your vacancy on every available hiring platform because you will receive a large number of unqualified job applications, which will waste your time. Consider niche platforms that specialise in assisting you in finding compatible abilities.
For example, if you have a vacancy for a senior position such as CFO, CMO, etc., you should not put it on social media sites such as Instagram and Facebook since they are actually professionals and will not entertain and will only waste your time. You should use LinkedIn exclusively because it has the majority of professionals in senior positions.
If you're looking for someone in the creative industry, such as a graphic designer or an animation expert, you can consider using Instagram because people are establishing their portfolios there.
4. Make the most of every aspect of the interview.
Following the screening of applications, the top prospects will be interviewed individually. In order to retain prospects during the hiring process, you would like to maintain some interviewing decorum when interviewing people.
● Do not however engage too many individuals in the process of decision-making.
● Only seek information that will assist you in gaining insight.
● Get a framework for the questions you're planning to ask.
● Continue to follow-up.
5. Keep a database of potential candidates for future use.
Consider keeping a database of previous candidates. You can accomplish this by keeping in touch with past candidates who have previously been evaluated.
For instance, about a month back, we employed one person for the position of marketing manager. We found another applicant who did not quite match the position that he had applied for during the process. Nonetheless, we valued his skills and experience and believed he would be a better match for a different job. When the other job opened up soon following the first, that actually matched him we approached him and recruited him within a couple days.
This is even more motivation to cultivate a favourable relationship with each qualified prospect. By keeping these qualified prospects in your recruiting loop, you could drastically reduce the time it takes to fill a future job.
To conclude, Making improvements like the ones discussed above will save your company a significant amount of time and money and it could be the beginning of something wonderful! Hope you are smiling big now!
