Why is it taking organizations longer to fill positions than ever before? Sixty percent of employers say it’s due to the difficult hiring environment. There’s a need for accelerated time to hire speed when it comes to candidate expectations, though. More than 40% of candidates surveyed said “fast application” is the most important aspect of the job search to them.
A faster hiring process can make you more competitive in the talent market.
There’s less risk that your top-choice candidates will be wooed away before you make your job offer. You build a positive reputation with candidates as a modern employer, as long as you compress the hiring process strategically. Here are five ways to reduce your time to hire without sacrificing your quality candidate experience for speed.
- Automate. Cut candidate wait times and free your own time for more personalized recruiting by automating the more repetitive recruiting tasks. Scheduling interviews is a perfect example. With an advanced interviewing platform, you can invite hundreds or thousands of candidates to self-schedule their interviews online in a fraction of the time it takes you to schedule a single interview by phone. Every candidate gets the benefit of immediate, simplified scheduling that gives them more control in the interview process.
- Integrate text recruiting. 98% of text messages are read within two minutes. How much faster could your hiring process be if you used text to schedule and conduct interviews? Interviewing platforms that integrate text allow you to scale text for scheduling, interviewing, and candidate communication. Montage clients who use on-demand text interviews see an average time of 10 minutes for candidate responses. Recruiters can pre-qualify large talent pools in hours or a day, and let candidates know very quickly if they will move on in the process or should continue their search.
- Leverage AI. There’s often a lot of wait time for candidates at the start of hiring – waiting for that first recruiter contact after they’ve applied, waiting to be scheduled for an interview, waiting to interview. Get them moving faster with AI that advances qualified candidates to the next step. An AI-enabled virtual hiring assistant can invite candidates who meet basic qualifications in an on-demand text interview to move on to on-demand voice or video interviews. By automating this part of your workflow, you’re responding to candidates much quicker and redirecting your time to engagement with qualified candidates.
- Improve collaboration with hiring managers. Hiring managers can be the bottleneck in your process. They’re often focused on other priorities and may not fully understand how vital speed is to competitive hiring. Invest in technology that will help you improve collaboration with them. Advanced interviewing platforms enable them to participate in interviews, feedback sessions and intake meetings from any location with a mobile device. You can also instantly share on-demand interviews and your notes with hiring managers electronically, so the entire hiring team can work from the same data online.
Some recruiting teams also implement service level agreements (SLAs) with their hiring managers. SLA can be used to define timelines, deliverables and responsibilities for both recruiters and hiring managers, so everyone has the same clear expectations for the hiring process. To decide if it’s time to set SLAs with your hiring managers, read this article.
- Integrate assessments and interviews. More than 70% of organizations are using pre-hire assessments in their talent acquisition. Assessments provide important data points about candidates, and now, they don’t have to be an extra step in the process. Some platforms integrate predictive talent analytics and interviewing technology so candidates can complete both their interview and assessment in a single step. Combined interviews and assessments accelerate time to hire and create a better candidate experience with fewer steps and different technologies.
Extra tip: Don’t forget about runners-up and potential boomerangs. There are two categories of candidates who’ve already been through your hiring process and would likely advance faster the second time through. These are the runners-up for a position (often called the silver medalists) and employees who’ve left on good terms and may be interested in coming back. Think about new ways to build and maintain relationships with these candidates. Leverage your HR tech to do it efficiently and with a personal touch.
Make the commitment to faster hiring
All of these tips will help you accelerate critical parts of your process, but reducing time to hire at a meaningful level starts with your mindset. Make the commitment to faster hiring as a team. Measure your hiring lifecycle now, and set incremental goals for improvement. And, get your partners in hiring on board.
Without your hiring managers’ buy-in, your time to hire can’t change. Help them see how their commitment to availability for interviews and faster turnaround on feedback and hiring decisions can lead to better hires for their teams.
At some organizations, speed is the differentiator in their candidate experience. They’re the companies pushing forward to do same-day hiring, or to provide same-day interview feedback to candidates. What will your commitment to faster hiring look like?
Discover how much time you could save with automated scheduling.