Reducing Time to Hire - 5 Simple StepsBy Tom Stroud on 28.10.2016
Virtually every Recruiter, Head of Talent Acquisition or HR Director I speak to says the same thing - "How can we reduce time to hire? Oh, and still find the best candidates." Sound familiar?
So dear reader, here are Tazio's top five tips for reducing time to hire.
1. Plan ahead
Sounds obvious, right. However, very few employers are creating detailed recruitment plans for the next 3, 6, or 12 months based on comprehensive analysis.
If at the start of the year you know you're going to need to hire five new sales people in Q3, you have plenty of time to put the groundwork in place.
With the growth of People Analytics, there are now no excuses. HR needs to work strategically with the business to produce an accurate prediction of hiring requirements.
Not just how many people you'll need to recruit and when, but how long it will take, what the best sources of candidates are and so much more.
2. Candidate experience
For many employers suitable candidates with the right skills and experience remain in short supply. As a result, the best candidates can be selective, so you need to make a great impression from the outset.
So what should you be doing to deliver a great candidate experience?
3. Sell the job
Is a standard (same as everyone else), bland job advert going to attract a flood of candidates? Not unless you're Apple, Google or Facebook maybe, but even they don't write boring job adverts, so it's tough.
You're going to need to sell the benefits of working for your organisation, tell candidates about all the fun things you do, the annual summer party, etc. Better still, have your employees do it for you.
4. Streamline your recruitment process
If you've got a six-stage recruitment process, is it any wonder it takes three months?
Why ask for a CV at the start? What do they tell you about a candidate? Sifting candidates by their CV is a waste of time.
It's far better to use an online assessment to screen candidates. Include killer questions to filter out those without the minimum qualifications or experience.
Use psychometric tests, or situational judgement tests to compare candidate's knowledge, skills and behaviours with those of your current top performers.
Finally, include a couple of video questions to assess motivation and culture fit.
5. Analyse, learn and evolve
It is well known one of the main reasons why Team GB has been so successful in recent years is down to their focus on small incremental improvements.
Once you've created an efficient, online recruitment process, it's time to crunch the data. The technology running your hiring process will be capturing loads of hugely valuable data.
Reducing time to hire, while at the same time attracting and quickly spotting the best candidates, is possible. You simply need to focus on candidate experience, make use of technology to streamline and optimise your recruitment process.