When a new position opens in your company, how many days, weeks, or months does it take for the recruiters to find the right candidate? Studies show that, on average, recruiters spend 42 days and USD $4,129 to fill a single position. This can pose a lot of problems, especially for small and young companies.
If you want to lessen the amount of time and money your recruiters spend in hiring the right candidate, improve the efficiency of your recruitment process. Making these changes will guarantee that your company finds the best talent without excessively using resources.
Increase the effectiveness of your hiring process by implementing the following steps:
-
Create Clear And Attractive Job Ads
Scheduling interviews and finding out that the applicant has the wrong idea about the job is a waste of time. Instead of recruiters spending time getting in touch with the best talent, they’ll spend hours entertaining applicants who don’t even know what they’re applying for.
You can minimize the risk of miscommunication during the hiring process by creating clear and attractive job ads. Effective job ads will give applicants a better idea of what your company is looking for, making it easy for them to assess their skills before they actually apply.
To create effective job ads, consider the following tips:
-
- Provide useful and specific details about the position: Mention the skills you’re looking for in a candidate. Ideally, you should list down ‘must-have’ and ‘nice-to-have’ requirements, so applicants can determine which skills are necessary for the position before applying and which ones they can acquire.
- Use clear job titles: Use simple words when describing the job title. Refrain from using confusing terms, namely ‘staff’ and ‘rockstar,’ as these can mean different things for different people.
- Showcase your company: Always describe your company in your job ads to motivate applicants to apply. For example, you can mention how long you’ve been in the industry and what perks employees get to enjoy.
-
Incorporate Psychometric Tests
Assessing whether an applicant is a good fit for the company requires a lot of time. During the interview, recruiters will have to ask the right questions to learn about the applicants’ skills and ability to collaborate with colleagues, among others.
And even during an hour-long interview, some applicants can still convince recruiters with lies. Lies are usually difficult to spot and can lead recruiters to hire the wrong people for the job.
Hence, one of the best ways to enhance the efficiency of the recruitment process is to incorporate psychometric tests. These tests can’t be faked, and they can accurately assess the applicants’ skills, personality, and aptitude. They can also determine if applicants have leadership potential and whether they can work well with other people.
The data from psychometric tests will make it easier for recruiters to see if an applicant is qualified for the position. By studying data, recruiters will be able to speed up the hiring process without compromising quality.
-
Streamline Your Background Checking Strategy
Background checking is important when hiring because it enables recruiters to verify claims made by applicants and lessens the company’s risks to legal liabilities. Without thorough background checks, recruiters might unknowingly hire an ex-convict, which can affect the employees’ safety.
Undeniably, a background check is a must, but this doesn’t mean that recruiters should conduct one on all applicants. Calling all applicants’ previous employers to know more about their skills and finding out they failed the exam will simply be a waste of effort and time.
Instead of letting recruiters conduct background checks on all applicants, let them shortlist the selection first and then only screen the final candidates. Recruiters can use the information they’ve gathered from the background check to influence their final decision of hiring or rejecting an applicant.
-
Create A Referral Program
Do you know that your employees can also expedite the recruitment process? If you want to fill a vacant position fast, you can turn to your employees by creating a referral program.
Employee referral programs are an excellent strategy to reduce hiring time and recruitment costs. When you implement a referral program, your employees will screen applicants on behalf of your recruiters to ensure that they can get rewards. This will make your recruiters’ jobs easier.
If you’re leaning towards this direction, make sure to offer enticing rewards to employees to encourage them to refer someone. Aside from monetary perks, give out an all-expenses-paid weekend getaway for employees who refer someone that passes the recruitment process.
-
Prioritize Attitude Over Skills
An applicant’s skills are an important consideration when hiring, but this shouldn’t be the only thing recruiters should look for. To hire the best talent, it’s crucial to prioritize attitude over skills. Remember, skills can be learned over time, but a person’s attitude can’t be changed.
Moreover, hiring an applicant with the right attitude makes them better employees in the long run. These employees usually have the right mindset to develop new skills, learn more about their position, and contribute ideas geared towards the growth of the company.
Besides, the business industry is regularly changing, and employees will need different skills to thrive and survive. The skills that made an applicant stand out today might not be the same skills your company will require to grow in the future.
-
Collect Feedback From Candidates
The recruitment process is long and complex, and determining which to improve isn’t always easy. Should recruiters improve their scheduling process and interview questions? Was the written exam redundant? Do your job ads need a lot of work? You can get answers to all of these questions by collecting feedback from candidates.
It’s best not to lose touch with the candidates who weren’t able to secure a position in the company. Reach out to them and ask for any feedback about your recruitment process. These individuals will likely have a lot to say about your recruitment process compared with the applicants who were just offered a contract by your company.
Use all of the information you can get from these applicants to improve your recruitment process. Since they have first-hand experiences, their feedback allows recruiters to determine which part of the hiring process needs minor or major changes.
Welcome Change
The quality of your recruitment process can make or break the longevity of your company. Spending too much time and effort in recruiting new hires or recruiting the wrong candidates can affect your company’s ability to meet short- and long-term goals.
If you want to welcome the best talent in your company without using too many resources, implement these helpful tips. Making these changes today will go a long way to improve the quality of your hiring process.
