When it comes to recruiting, time is of the essence. Recent studies have shown that top candidates are typically off the market within ten days, leaving a small window for companies to attract applications and get talent in for interviews — before they’re lost to competition.
If you’re looking to help streamline your hiring process, check out these four tips to help you get started:
1. Start with an accurate job description
When it comes to job descriptions, get straight to the point:
- Make sure you job title is clear and contains keywords ideal candidates would search for.
- Outline “must-have” skills and other mandatory requirements early, so candidates know immediately if they’re qualified for a position or not.
- Showcase your company culture and outline work perks so candidates can learn more about your organization’s mission and culture.
Pro Tip: A concise and accurate job description provides a better experience for candidates who may be doing their career search on their smartphone, which typically have smaller screens and less room for lengthy text.
2. Decrease the number of hoops applicants must jump through.
Sometimes, less is more — and this is definitely the case when it comes to getting candidates into your pipeline early.
- Make Your Job Postings Easy To Find: In an on-demand world, candidates aren’t necessarily going to go out of their way to find your specific job post — and for candidates that do, don’t you want to make it as easy as possible? Expand your reach by posting your job listing on job boards, your company careers page, and on your social media sites — anywhere you think your ideal candidates would be searching.
- Prioritize Your Needs: Identify the most important things to collect from potential candidates at the beginning of the hiring journey, and start from there.
- Let Them Know How You’ll Be In Touch: According to a recent CareerBuilder study, more than half of candidates want employers to let them know from the get-go how they’ll be keeping in touch during the interview process. Touching base helps keep talent engaged, while also allowing recruiters to keep tabs on whether candidates are still interested in a position — so they’re not wasting time chasing dead ends when it comes closer to crunch time.
3. Assess candidates before scheduling in-person interviews.
The best way to get a sense of a candidate’s personality and potential is a quick video interview. By asking your most important questions ahead of time, you’ll avoid the frustration of scheduling interviews with candidates who will ultimately wind up being ill-suited for the position.
Sample questions could include:
- Why do you want to work here?
- What can you contribute to a job with our company?
- Where do you see yourself in five years? Ten?
When reviewing candidates’ responses, evaluate them on preparedness, enthusiasm, skills, and cultural fit
4. Don’t wait on your final decision.
- Have a standardized evaluation process in place so everyone is on the same page when determining the perfect candidate. This will cut back on hurdles and help your team avoid deadlock in the decision-making process.
- Once you’ve decided to offer a candidate a job, make sure you deliver the offer promptly, and keep in touch with them once they accept. This will help the transition to the on-boarding process go smoothly and efficiently.
Streamlining your hiring process will save both time and money, but it takes some thought and persistence to stick to it. Adopt one, two, or all of these tips to make your hiring process faster and easier.