Been putting in lots of effort yet the whole recruitment process continues to tread water? Well, it’s not that tough to speed things up. You only need some advice here!
What people will think if you keep hiring again and again and again for the same position?
Nothing nice! Probably something like “There’s must be something wrong here” or “Why people keep rejecting this place?”. Doubted and hesitated, fewer people apply and there’s less chance you can attract the top-notch. Then comes employee burnout, low productivity, poor morale, and longer time-to-market.
The question is, how to shorten your recruitment process while maintaining the candidate quality?
With these tricks, quite soon, you will have a short and sweet recruitment process in hand:
Analyze your current practices
First thing first, start right where you are.
A detailed analysis with metrics, tables, and charts might not sound like a cool thing to HR pros, but it’s essential to spot room for improvements. After all, how can you fix an engine while having no idea where the problem is?
First, measure your time-to-hire and compare it with the standard in your industry. Then try to dig deeper, for example, the duration between each stage, or the ratio of qualified and unqualified applications. Once you notice the alarming features, scrutinize the reasons behind them. That possibly what you need to work on.
Organize your hiring process
Sounds no-brainer, right?
Yes, yes, it is. But the fact is some employers still start from scratch every single time they have a new role.
Now, when nothing is standardized, people who should be committed to the process are left confused about the next steps and their duties. Let’s say, they don’t know which interview rounds they need to involve, and when they know, they struggle to arrange their full calendar.
Consequently, you’ll end up with a drawn-out recruitment process.
That’s why we suggest building your process in advance. Sketch out all hiring stages. Use your analysis above to cut out redundant steps. Continue to determine how many screening rounds are needed. Who to interview. When to discuss feedback. Who makes the final choice. Who to send out the offer and follow up.
Finally, inform every one of their jobs.
Manage your expectations
All too often, we catch some job posts that literally make us think “Oh well, that candidate can’t even exist”. Why? Because it’s looking for a Graphic Designer who has a specialized degree in visual design, plus solid experience in photography, plus proficient photoshop editing skills, plus video production know-how.
Well, that’s not a scope for one. That’s a whole studio!
Now you see what we mean. Don’t look for unicorn candidates. You’re wasting your time with an unrealistic job description. Even if the top talent comes across your post, the long list of strict requirements will scare them away.
So, instead of searching and copying several job requirement templates on Google, take time to discuss with the head of the department about the skillset and the characteristic they’re looking for. Make sure you clearly understand the positions, and your job post is down-to-earth.
Optimize your career page
Research shows that 61% of job seekers will look into your website – especially the career page – before applying. Why this matter?
If your career page can’t sell your company as an employer of choice, your potential candidates will bow out. And eventually, lengthen your recruitment process.
So, remember to include these bullet points if you want a stunning career page:
- Your open positions – certainly!
- Your recruitment stages – so that candidates will know what is waiting for them.
- Your culture and core values.
- Nice words from your employees.
- FAQ about your hiring steps and your workplace.
- Extra benefits are exclusive to your employees.
- Whenever possible, use photos and videos to show – don’t just tell.
It does take lots of works, but it’s well worth speeding things up!
Build a talent pipeline earlier
Just imagine. You have a vast pool of talents on your speed dial, and you know all their ins and outs. Instead of posting jobs and vetting for the good ones, you directly reach out to the prospects and fill the roles in no time!
What’s more, as people already get the idea of you and your company, they have more trust in your words, which translate into lower dropout rates.