High quality candidates are never stable. They are in and out of the market quickly. This is the very reason why, if you increase your speed of hire will you be able to call dibs on the quality candidates, thus improving the quality of hire. These days employers are extremely picky when it comes to hiring. Of course, all the time goes in the screening and evaluation of the candidates which is crucial. Wouldn’t this slow down your hiring process. A slow hiring process benefits no one. It is an undue burden on the existing team members and a colossal waste of time and a major distraction for the potential candidate.
How do we avoid this? We definitely want to get quality candidates in a short period of time.
How do we achieve speedy hire? Well, all you need to do is develop the right process and the right timeline. Let’s see how:
- Make a “Most-Wanted-List” of Candidates
List down the target prospects so that you can start assessing them at the very beginning of the year, while also keeping an eye on passive candidates’ list
- Track All Profiles That You Receive From All Sources
- Existing Database – Firstly, search for the desired candidate in the database you already have
- Employee Referrals – Second priority should be given to the referrals you receive in your company. They could always come in handy.
- Website Applications – Thirdly, check for candidates who have applied on your career web page
- Social Media – Candidates will be aware of any updates that come on social websites like Facebook and LinkedIn. You could fetch some candidates there.
- Job Mailers – Send out mailer campaigns to your prospects, the interested one’s will surely turn up
- Vendors – Source profiles from your vendors
**Make sure you post jobs with the right job description content to attract the right candidates.
- Measure Time Spent at Each Stage of Recruitment
Calculate the time spent on one candidate right from the “Opportunity” stage to the “Onboard” stage. Below are the recruitg
- Time to Fill (TTF) – Measure the time it takes to identify and recruit an applicant to fill a position so that you follow the same time-measure for the next candidates
- Time to Accept (TTA) – Measure the time it takes to identify and recruit to accept the position offered.
- Time to Start (TTS) – Track the time it takes to identify and recruit an applicant from the day1 of his/her job commencement
- Recruiting vs. Business Consideration (RvB) – Calculate the number of days it took for you to get recruit the applicant and compare it with the number of days it took for the HR to interview and get him on onboard.
- Time in Workflow Step (TWS) – Calculate the number of days a candidate has spent in a workflow according to your ATS.
- Go Digital!
It is the digital age and young generation are no more using just the desktop to connect with the world! Going digital not only helps you automate and streamline your hiring process, but provides all the valuable data to your recruiters and business. Hiring professionals can leverage this data to monitor the health of their recruiting efforts — if they know what exactly to look for.
- Post-Offer Engagement
Once the candidate accepts offer, recruiters often move on to the next open position. It is imperative to engage with the candidate post offer acceptance to help candidates manage change seamlessly. Providing a good candidate experience can actually prove to either win your candidate’s trust and interest or just drive him away. This is especially important for senior level hires.
These recruitment actions will surely accelerate your hiring speed. A fast decision-making without these factors will only lead to a bad hire. Planning and strategizing are your key tools for “speed hiring”. Happy Hiring!
Know more about how Talentpool actually works, here!