5 methods to speed up your recruitment process

Time is the most crucial factor when it comes to hiring. The longer it takes to find someone, the more it costs and the more frustrating the whole process becomes and it can lead to make bad hiring decisions.

So how can we speed things up without sacrificing the best candidates?
To answer that question, we decided to gather expert methods that will quicken the procedure while producing fantastic outcomes.

  1. Write more accurate job descriptions.
    If you’re finding that most of the candidates applying to your job openings are not qualified enough, the issue might lie in your job description.

    When writing your job description, you should use one general template including an accurate job title and clear description of the tasks; being transparent about the responsibilities helps candidates to visualize a typical day at work.

    Also most importantly you have to sell your job. Candidates need compelling reasons to leave their current workplaces or choose your job over others. To attract more candidates, describe the perks of your company or the role and explain how this role contributes to the company’s growth. This makes candidates feel valued before the first interview or interaction.

    In addition you have to be more specific about the type of employment and location. To ensure that you are targeting the correct candidates let them know whether you are looking for someone to fill a full-time or a part-time position and whether it is a remote position or relocating is needed.
  2. Make use of technology.
    In an effort to create equitable and effective hiring procedures that result in diverse and highly qualified workforces, we should embrace technology. This doesn’t mean hiring managers or recruiters are no longer needed; rather, it just means that they have access to more intelligent tools.

    Using AI solutions helps organizations find the best, most qualified candidates by focusing on comparing skill sets, job history, experience level, education, and certifications, narrowing down the pool of applicants quickly, efficiently and without undue bias. With an approach that automates the hiring process, candidates can apply for a job, have their qualifications checked, schedule interviews, and get an offer in a matter of hours instead of weeks. This is especially beneficial for organizations whose employment requirements can change quickly. In short, touchless recruiting allows for a fast yet thorough hiring process that better supports both candidates and employers.
  3. Try pre-screening.
    Pre-Screening interviews weed out unqualified candidates and advances those who might be a good fit for the job to the top of the list. For example employers can ask the candidates to fill a questionnaire that consists of their salary expectations, when they will be able to start the new role, personality related questions, and a task to test their experience and qualifications. This gives employers a chance to learn an overview of the candidate’s work experience and qualifications. It also gives employers an insight into the candidate’s personality.
  4. Maintain a talent pool for future vacancies.
    A strong talent pool enables you to rapidly fill a position and minimize the effect on departmental production. According to research, talent pools have shortened the time to employ in 50% of organizations. This can include the current in-house employees and candidates who have previously expressed their interest of joining your organization. You will save valuable time as the screening and prequalifying of most of these candidates have already been done.
  5. Consider hiring a recruitment/staffing specialist.
    A staffing agency serves as a liaison between employers and employees, helping to connect eligible candidates with organizations that have open positions.

    It takes a lot of time to review hundreds of resumes, qualifying candidates, performing background checks, etc. Staffing agencies have a broad network of candidates and connections. Staffing services have a pipeline of qualified candidates. And, they have a further reach into the community of passive candidates. The hiring manager or business owner will interview the staffing agency’s choices before making a final hiring decision. This saves your organization a considerable amount of hours that you would otherwise spend sorting through countless applicants.