by Juliayn Scales on April 10, 2019
3.5 min read
A faster hiring process can make you more competitive in the talent market. These five strategies will help reduce your time to hire without sacrifices.
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.
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.
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.