A slow recruitment process not only has an impact on how quickly you can fill a role, but it can also cause you to miss out on exceptional candidates. This makes it extremely important for you to refine your recruitment process and developed a system that works for you and the candidate. Your solution should always involve good communication and thorough research, as this will help you to keep good candidates interested without compromising on quality. With the many recruitment processes now available, such as our digital interviewing or pre-employment screening, finding an array of viable candidates rather than ill-fitting ones, couldn’t be easier and quicker. However, there are still an abundance of businesses that prolong their recruitment process, which can have a dramatic impact on the quality of candidates you draw in. To help improve your success, here are some tips on how to speed up the hiring process.
How To Speed Up The Hiring Process & Improve Your Recruitment
When it comes to choosing your candidates, it can be hard to make sure that you are picking the right one; this often results in long processes that can take months. The reason it can take this long is because the employer either uses the wrong recruitment tools, or their internal resources are not equipped to withstand the volume of candidates applying or maintain communication. That’s where a recruitment agency can help, as they can take the recruitment process off your hands, so all you have to do is pick a candidate from a bunch of experienced, skilled and professional individuals. There are three main questions that many clients ask when first coming to Focus Group for their recruitment, so we have pieced together a guide to help answer these questions and improve your hiring process:
- Why Is My Hiring Process Slow?
- Why Is It Important To Have A Fast Hiring Process?
- How Can I Speed Up My Recruitment Process?
There are far too many reasons your hiring process will be slow, making it impossible to identify them all. However, there are a few common reasons why there is a long period between when you first started your recruitment process to when you hire your new team member; these include the following:
Bad Job Description
A job description can be make or break when it comes to finding candidates for your business, making it one of the most important aspects of the hiring process. A job description gives the potential candidate all the information that they require to know whether they fit the role, what the role involves and what progression the role offers. For candidates looking to expand in their career, a role that allows them to progress in your business is important, making it vital that you depict this in your description. You can find information on how to write up a good job description on Zippia, and our team are always a phone call away to lend you a hand.
Poor Timings & Scheduling
While candidates will be aware that there are several stages to the interview process, which can take time, exceptional candidates will be going through multiple processes with various other businesses. This makes it essential to speed up processes to make sure that you can grab the best of the best before someone else does. Good candidates will not wait around, and more likely to choose another employer if you take your time. The main reason this happens is down to poor scheduling on the interviewers half, such as asking someone to come for an interview but booking it in for two weeks time, when the likelihood is that they are attending other interviews.
You would be surprised to know that it is not just the candidate that can give a bad interview, but in fact the employer as well. Bad interviews include those where the interviewer does not listen, gives a careless attitude, or simply does not ask the right questions. In a successful interview, you will ask both personal and professional questions to get to know the candidates work ethics, experience and personality.
While it is important to make sure that you feel confident with your hire, giving the client multiple page questionnaires, asking for 2000 word minimum cover letters or making them go through a ten stage interview process, will only prolong the hiring process. This means that you need to make sure you are using the correct recruitment tools to be successful. We would highly recommend pre-employment screening so that you instantly know if a candidate is trustworthy and then implement digital interviewing to minimise wasted time.
There are serval reasons as to why you need to speed up your hiring process, and the main reason being candidate retention. While you may not like to think it, nowadays, candidates will be applying to multiple jobs, and if they’re a good candidate, they are likely to be accepted into the interview process and will be picking a business they see fits them. If you have a slow recruitment process, then the likelihood is that the good candidates will be taken quickly by other opportunities, meaning that you could be missing out on some of the best employees.
However, it is important to make sure that while you speed up your processes, you do not compromise on quality. This can easily be achieved through recruitment tools and specialist assistance. As professional and experienced recruitment consultants in Milton Keynes and the surrounding areas, we have built a reputation for our outstanding resources and services, providing clients with the systems they need to find and retain candidates while maintaining quality.
Although you may feel the need to speed up processes, it can be hard to know exactly how to do so when you have been following the same methods and techniques for years. To help you find out where you are going wrong and how you can improve your recruitment, here are the main ways in which you can speed up your hiring:
Be Selective With Candidates
It is always a good idea to create a list of all the things you want from a candidate, as this will help you to refine the amount of candidates you interview, minimising wasted time. However, it is important to consider that not all candidates will have everything you are looking for, but can still add immense value to your business. The main things that you may want to look for include the following:
- Experience in a specific industry
- Excellent communication
- Flexible, particularly when working on a project
- Creative thinking
- Still room to grow in their career – those with experience but still near the start of their career are likely to stay with your business longer to learn more.
Things that you will be looking for will vary based on your industry as well as your personal requirements, so it is important to make sure that you have established this before entering the recruitment process. One particular tool that you could use is keyword searching; this allows you to search for key terms in a CV, helping you to find candidates that have the relevant experience without having to spend hours looking at multiple CVs. Our recruitment consultants in London can lend you a hand with this process, doing it for you to minimise wasting your time.
When it comes to choosing the best candidate to hire, you want to make sure that while you carefully consider this aspect, you don’t take too long with this process. Taking your time in this stage may make the candidate think that they are not successful. To help speed this process, The Muse has put together a handy guide on how to choose between candidates, which can help you to make your final decision.
Cut Out Unnecessary Steps
When clients come to our recruitment agency to discuss how to refine their processes, one thing that we often come across are multiple unnecessary steps that take a lot of time to complete, and actually add very little value to the recruitment process. For example, some companies decided to have a questionnaire when people apply for a role. This is an excellent step to have as it can give you a better idea of the candidate, but it can also long out the process when questions could easily be asked in an interview. If you are going to have a questionnaire as candidates apply, then we would advise taking a look at Survey Monkey’s advice on how long it should be based on the audience you are capturing.
Use Technology To Your Advantage
In the technology world we live in today, there have been many advances in the tools and processes that are used for recruitment. Without these tools, you could find that your recruitment process is slow and that it’s harder to find good quality candidates without taking short cuts or wasting your time. There are now a host of technology that can be used during your recruitment, such as the following:
- Pre-employment screening – get to know the candidate before you even meet them, and make sure that they have the skills, experience and qualifications. This allows you to make sure that the candidate is trustworthy, which is particularly important for the finance industry, or those that are handling sensitive data.
- Digital interviewing – once you have a list of candidates you can utilise digital interviewing to either ask a few generic questions over video conferencing or ask your candidates to send you a video of them answered a set of questions. This allows you to get a rough idea of what the candidate is like, allowing you to choose whether to bring them back for another interview.
- Vetting – after you have interviewed your candidates, you can request for our recruitment consultants to complete the vetting process, which will help you to feel confident in your final decision.
If you would like to utilise these tools in your own recruitment process, then please feel free to speak with our recruitment consultants in Leeds and the surrounding areas. All of our consultants are industry specialists, so they can lend you a helping hand in finding the best candidate for the position and your working environment.
As discussed previously, communication is one of the key elements in recruitment, and it can deter candidates from your business or draw them to it. For this reason, it makes it one of the most important factors to consider when designing your recruitment plan, as you will require a thorough and successful communication technique. Communication can be anything from letting the candidate know that they have been unsuccessful, even if they have not yet got to the interviewing stages, to answering questions that the candidate may have before or after an interview.
There are many ways in which you are able to achieve this, such as creating a communication platform for your candidates, such as those found on Dial My Calls, which are perfect for businesses of all sizes. However, as every business will be aware, communication can be hard when you have a hundred and one things on your to-do list for the day. For this reason, one of the best communication techniques is to leave your recruitment to a specialist agency; this is because they focus on communicating between you and the candidate, enhancing your level of communication. If this is an aspect of your business that you feel needs improving, then please feel free to speak with our recruitment consultants in Manchester and the local surrounding areas.
Improving Your Recruitment Process
When you improve your recruitment process, you can instantly improve your likelihood of retaining exceptional candidates and filling your job opening quickly while not compromising on candidate quality. Through refining your recruitment and incorporating a range of tools, you can easily improve your processes to enhance your level of success. As specialists in recruitment and having worked in the industry for many years, our consultants have advice, tools and much more to give you that extra added boost when recruiting, so why not give them a call today?