The job market always has vastly more job seekers than job opportunities. While it may seem that puts the hirer at an advantage, slow recruitment times can harm your company. Taking steps to create a faster recruitment process is vital to attracting top talent.
A slow recruitment process has multiple negative effects on your business. Good candidates do not stay on the market for long, so you can miss out on top talent by taking too long. Plus, being short staffed can also inhibit productivity in your own company. This could potentially translate to revenue loss. It is in your best interest to take steps to create a faster recruitment process.
Recruitment and hiring can be a delicate balance. How do you ensure your process is as thorough as possible without sacrificing unnecessary time and resources? Below, we will offer you five tips on how to speed up the recruitment process without cutting any corners.
#1: Decide Who Is In Charge Of What Ahead Of Time
All too often, companies start the process of filling a role without knowing who is ultimately in charge of hiring decisions. Who decides which candidates to bring on for an interview? Who conducts the interview? Most importantly, who makes the final call in the hiring process?
Oftentimes, if you are scrambling to fill a role, designating these tasks is an afterthought. This can stymie the process. If you have to, for example, spend a day determining which team members need to be present at an interview, this can slow down the entire scheduling process.
Make sure you have a game plan ahead of time, with specific employees in charge of specific recruitment and hiring related tasks. While this will take a little extra time up front, it will save you countless hours throughout the recruitment and hiring process.
#2: Communicate, Communicate, Communicate
A lack of clear communication on multiple levels can cause a ton of bottlenecks in the recruitment process. There needs to be clear communication on multiple levels and between multiple parties for things to run smoothly. Your hiring team needs to have a detailed action plan before the process even starts.
Communicate what you want clearly and effectively in the job description itself. Scan similar positions at similar companies to figure out the best keywords to use. Make sure you describe the day-to-day duties and responsibilities in as much detail as possible.
If you are working with an outside recruiter, make sure the hiring manager communicates exactly what your company wants in a candidate. What qualifications are necessary and what qualifications are simply nice to have? What kind of previous experience should a good candidate have? Tell them about softer qualities as well, like the sort of personality types and values that would mesh well with your company’s culture.
Ensuring everyone is on the same page can help with a faster recruitment process.
#3: Use Technology To Your Advantage During Recruitment Process
These days, there are plenty of technological advancements that can help you speed up recruitment by automating parts of the process. Sites like LinkedIn and ZipRecruiter use matchmaking algorithms to match qualified candidates with job postings. There are AI vendors and tools that scan and compare candidate resumes to help you find qualified candidates faster.
While these kinds of technologies are helpful, overreliance may make you overlook qualified candidates. Some softwares were found to have biases, disproportionately favoring resumes from male candidates, for example. While job boards and some software may speed up the process, use it in conjunction with other methods. Technology should help the process along, but not take it over entirely.
#4: Tap Into Your Own Network
No one knows who will fit into your company more than current employees. Internal referrals can speed up the recruitment process by identifying candidates that don’t just have the proper skillset – employees can identify potential hires who will be a good culture fit. Creating an employee referral program can lead to a faster recruitment process.
If you are looking to fill a position, let employees in related departments know who they can email with referrals. A recent study by HR Technologist showed that employers who tap into their internal network hire 55% faster than companies who do not.
However, as with technology, there is such a thing as overelience. You do not want a company where people are referring friends and family members, so stick to a mix of internal and external candidates when hiring.
#5: Start Background Checks Early For Recruitment Process
Background checks are notoriously time consuming. While usually conducted after you have already made an offer, more and more businesses are opting to conduct background checks during the final stages of the interview process. You can make it a policy to conduct background checks on your last round of candidates.
Not only will this speed the hiring process once you have made a decision, it can also prevent mishaps after an offer is made. The last thing you want is to find a red flag on a background check after you have sent out rejection emails to other candidates. Starting background checks early can help you avoid this pitfall.
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A faster hiring process makes for a better candidate experience overall. If you are trying to recruit top talent, a smooth and efficient hiring process can help your company look extra appealing. It’s well worth the effort to invest in a faster recruitment process.
The steps above may take a little extra effort. However, they have a lot of long term value. The faster you can go from posting a job opportunity to bringing in a new employee, the better.