It’s a candidate-driven market, job seekers have the option to be picky about where they want to work. Good quality talent is competitive and won’t stick around for very long, so when recruiting it’s crucial to speed up the hiring process to secure your dream employees.
So how do businesses hire quickly and effectively? We’ve highlighted our top tips to speed up the recruitment process.
Applicant Tracking Systems
Applicant tracking systems use AI to screen for the best candidate for the position, filtering candidates based on their skill set and experience. 94% of HR professionals who use recruiting software said improves their hiring process.
With the time it would usually take to go through hundreds or thousands of applications, time can now be spent organising interviews with suitable applicants. Learn more about ATS or request a free demo.
Create a good job description
Creating a job description that accurately reflects the company’s hiring needs can significantly speed up the hiring process. Include a must-have list of requirements, special specifications, what you will need from your interviewee, and what you can provide. Stating a salary band in your job description will save the company and the candidate’s time, allowing space to interview applicants who are satisfied with the salary and more likely to accept the job offer.
Interview only the most compatible
Avoid interviewing someone who isn’t fit for the role because you are struggling to find the right person and you’re getting desperate, instead, try reviewing the job description and ensure you have applied all the points stated above.
Use social media
According to data from LinkedIn, 56% of people look for new jobs on social professional networks. If you already have a social media account, posting job ads on your platform can attract more targeted applicants and quickly find qualified individuals. 86% of job seekers use social media to search for relevant jobs and apply for jobs directly from social sites.
Internally hire
Communicate to your employees when a position opens within the company. Hiring internally is an opportunity for employees to advance in their careers (meaning they don’t leave and find what they’re looking for elsewhere.) You should know your current employee’s strengths and weaknesses, and they should know the company well and already be a culture fit for the business. This eliminates the risk of hiring someone who will only be within the company for a few months.
Be flexible with interview times
More people are applying for jobs before they leave their current job, and your ideal candidate is probably busy and might not be able to interview during work hours. Consider being flexible with the interview times. You could offer Saturday interviews for convenience or, over-the-phone interviews to gauge general suitability before meeting face-to-face.
Act quickly
Ideal candidates can be a rare find and know they have options. Chances are other companies are looking for the candidates you are interested in. If you find that golden candidate, the longer you wait to send an offer, the more time your competition has to win them over. Act quickly.
Don’t rush it
We understand this article is about speeding up the hiring process but take your time to ensure the candidate is the right fit for your business
Hiring just anyone is an expensive waste of time. Not taking the time to find the right fit for the company, the employee may struggle to complete their responsibilities and fit in with the company culture, leading to a decline in productivity and increased turnover.
