If you have a slow hiring process, your team is going to missing out on the top talent who receive offers from other companies while you’re still working on making a final decision.
One of the key performance indicators for hiring teams is how much time they taking to lock any candidate for a job profile. You’d be surprised to learn that only 20% of companies are able to fill a role within 30 days. The remaining take anywhere between 1 to 3 months to make a hire a candidate!
Taking too much time to fill a position doesn’t just increase the cost per hire, but with it comes the chance of dropping top performers. Mostly 60% of job seekers get bored in a job because of the lengthy hiring procedure.
In order to continue to hire effectively, your business should focus on streamlining your recruitment process in 2020. Here are some methods to make this happen:
Train Your Recruiters and Hiring Managers More Effectively
If these people realize the urgency of fast hiring, they’re more credible to work to move the procedure along. Give genuine examples about how harmful a slow recruiting process is to your company, and then offer tips for keeping the procedure moving.
Improve your job listing
Writing a job description is the first step in the sourcing stage. As such, this isn’t formally part of an opportunity to hire an area either. But, since it does have an impact on your time to hire, a word on writing a job description is in order. Losing superior candidates right at the beginning of the sourcing stage results in a delay in an opportunity to hire as you get less qualified candidates. With a more inclusive job advertisement, you’ll attract more and better candidates and this will decrease your sourcing time (and in the long run your opportunity to hire).
Keep Your Applicants in the Loop
Sometimes it happens when you fail to update applicants about where you are in the process and your candidate accepts other offers. In order to preserve candidates more engaged, make it a factor to connect with them regularly about where you are in the process.
Set Firm Deadlines
When you head into the hiring procedure with close deadlines in mind about when each step will be finished, it’s easier to stay on track. Determine when you want first and second-round interviews to be done, then calculate when you’d like to have a decision made and the selected candidate notified. Make certain everybody is aware of these deadlines and stick to them as great you may.
Build a consistent feedback loop
Despite you’ve seen the worth that a rapid recruitment process can bring you and your organization, you need to keep testing and trying to improve it. For each recruiting effort, you run, separate precisely what worked out positively and what you could enhance. Use this information to build up an essential feedback circle. This may sound technical, but all it’s just an analysis of the impact of your ‘activities’. This approach should help you understand which components of your procedure need work and which are compelling.
