When it comes to recruiting top talent, speed and quality are two important aspects that recruiters focus on. Unfortunately, the average time to hire is around 28 days. That’s the average length of the hiring process.
Improve your job’s website to provide a better experience for candidates.
At least twice throughout the recruiting process, prospects will visit your jobs page: (1) when they first hear about your job position and (2) while they are weighing your offer against other options.
Candidates will either not continue their application process or decline your offer if your careers page does not convince them to apply.
Drop-offs mean fewer applications (and a slower time to recruit). At the same time, offer rejections entail making another offer to the next-best qualified applicant and beginning the process all over again, including any necessary negotiations.
Enhancing your job’s website might significantly reduce the time it takes to acquire new employees. You may start by providing all the answers potential employees want on your careers website.
Applicants are more likely to complete the application process if they have a positive experience before, during, and after submitting it. Providing prospective employees with a fun, mobile-first experience that gives them a taste of what it might be like to work for your firm in a genuine job preview is a great first step.
Hire more quickly through speed sourcing
The time spent seeking candidates isn’t technically part of the hiring process. Although it is not required, we decided to add it because of the (potentially large) effect it may have on your real-time hire.
You may tell whether the sourcing process is slowing down by comparing the number of excellent applications received to the number of bad ones. After all, you need to spend more time and effort filtering out applications of poor quality to get a return on your investment.
The ratio of applicants to interviews is only one metric that might give you an indication of your overall ratios. It averages out to 13%. If you’re finding more qualified applicants, your sourcing strategy is working.
If your ratio is less than ideal, you may try these strategies to boost your sourcing:
Promotion using programmatic means: It entails launching ad campaigns tailored to a specific audience. If you have the resources, programmatic advertising may help promote your available positions, enhance your employer brand, and attract qualified candidates.
The term “social sourcing” refers to using social media platforms like LinkedIn, Facebook, Twitter, etc., to find qualified professionals in your field. You may personally network with qualified people at conferences and other offline events.
Evaluation of internal resources for talent
Maintain an up-to-date understanding of your organization’s talent. Internal promotions might be the answer to filling certain roles.
Referrals
Referrals from current or former employers are the most common method for potential employees to hear about openings. Create effective employee referral programs that reward those who help you identify top-notch candidates.
Search for talent profiles
Many resumes may be found on Indeed. Get in on these and utilize the sophisticated search features to zero down on the people who would make the best additions to your team.
If you get a sufficient number of high-quality applications, you may begin shortlisting and interviewing top applicants more quickly.
