Last Updated on May 24, 2021 by ScreenPush
Most HR and recruitment executives are mindful that time-to-fill is an excellent way to assess their talent acquisition teams’ success and hiring pace. But, leaders fail to understand the clear link between time-to-hire and enhanced employee efficiency, retention, and organizational culture. Identifying and acting on this connection is one of the most effective ways to increase the impact of hiring on business results beyond simply filling positions. Automation is a perfect way to shorten the time it takes to fill a form. Screening, arranging, and reviewing applicant profile data are all time-consuming processes in hiring. This article will show you different ways to reduce the time to hire.
Candidates Should be Treated as Consumers
You might want to reconsider how you “contact your matches” in these times when seasoned professionals are so charmingly wooed. Your letters should be at eye level, and your interview should be exciting. Since first impressions are important in both directions, your interview should feel more like a professional interaction between equals, with you spending half of your time selling. Don’t miss an opportunity to highlight how they would benefit the business. Demonstrate how their work can make a difference, demonstrating how highly you regard them as a candidate. Allow a senior member to make the final job offer or introduce the applicant to other members of the team.
Maintain a Straightforward Approach
Applying for the right companies is difficult and frustrating enough; don’t add to the confusion! Maintain a simple and intuitive design. A visually attractive work posting with important details, a user-friendly online application form, and a welcome email lower the barrier to applying. Another thing to consider: when a job posting contains a video, the applicant application rate increases by 34%. As a result, you’ll be able to introduce the office and staff, as well as speak directly to applicants. You can easily embed it on your website and connect to it in your work posting.
Use Digital Recruiting Network
Make use of a digital recruiting network that handles anything from start to finish. There’s not one single answer that takes care of the entire recruiting process. However, if the various methods you’re using don’t communicate well, you’ll lose track of applications and candidates along the way. Be sure to attach all of your systems to plug any leaks in your recruiting toolkit and to maximize your time to recruit. Build a recruiting workflow and chart the various resources you use at each level to accomplish this. Use the services of Talenteria as providing the best recruitment marketing solutions.
Maintain a Personal and Open Recruiting Process
To create a positive corporate identity, maintain a customized recruitment strategy. This will help candidates relax, allowing them to be more cooperative and sensitive, responding to you more quickly than they would otherwise. Candidates expect a high-tech, high contact experience. They want their job search to be similar to their customer experiences — fast, straightforward, and simple. Be open and honest with applicants about the hiring process so they know what to expect.
Examine and Remove the Time-consuming Elements of the Recruiting Process
Even if it reduces the amount of time you spend on a new recruit, candidate experience is important, and you don’t want to do something that detracts from it. However, due to technological advancements, there are options for determining how much face-to-face time you need to invest with job seekers. Talenteria also ways to automate scheduling, such as self-scheduling applications, which ensure that candidates turn up for interviews in the era of ghosting.