• 8th February, 2021
  • 3 minute read

How to Have Faster Recruitment Processes

Recruitment processes are all the processes that eventually lead to the filling of a job position. These processes are necessary for creating a powerful resource base. On average, it takes 27 working days to acquire a new hire. So, a candidate, on average, has to wait 27 working days for a decision. That’s quite long!

Due to COVID-19, there are so many job seekers and yet, so little job offers. A survey finds that in the next three months, a great number of companies will consider cutting jobs. This leaves the recruiters with even more applications per job posting than usual.

It was already quite intense to keep up with all the applicants! Now, the times are changing and so will have to the recruitment processes. In order to still maintain them at a high-quality level, together with our recruiter, we offer tips on how to speed up the recruitment processes at different stages.

  1. Make a list with all the steps in the recruitment processes.

Start from the beginning. What are all the steps your candidate must go through to pass the recruitment processes? How do you decide which candidates are passing to the next step? It would be of great help to set up a timeline where you determine the start and end of each step and how long would it take. Moreover, prescribe to each step the responsibility. For example, the online marketeer’s responsibility is to post the job on social media, the HR team publishes it on relevant job platforms, and the recruiter sets up a call meeting.

  1. Filter out candidates by including a pre-recorded interview.

In the earlier stages of recruitment processes, a good way to narrow down the list of suitable candidates is by adding a short video interview. Together with your hiring team, think of a couple of questions the applicants can answer at this stage. Thanks to this additional step, you will already know more of the candidate’s fitting for the role before the actual face-to-face interview. 

  1. Let the first round of applicants be screened by an AI.

Screening dozens of resumes per day can become very tiring. The level of concentration just gets lower and it is easier to make mistakes. In order not to miss the top-quality candidates, who are off the market within 10 days,  as study finds, make use of AI matching algorithms. They automatically rate and highlight the most suitable candidates. Now the only thing left to do for you is to immediately contact the top-rated ones first.

     4. Automate whatever you can, ASAP.

Thanks to the automated workflows offered by various recruiting but also basic CRM platforms, the time dealing with tedious recruitment processes is now behind us. The recruitment processes you could automate are things such as informing the candidate of the next step of the process or sending them a new vacancy alert as soon as it is posted online. Make sure to find the most suitable platform for you, or if you already have one, double check whether you are using all its relevant features. You might not be even using the full potential your platform is offering.   

     5. Store all your communications in one place.

Nothing can make the recruitment processes slower than trying to find files of candidates which you didn’t store properly. Especially when you need them urgently. So, it is important to gather all the files and communications, such as email’s, messages, chats, etc., that you had with your candidates throughout all the steps. With modern recruitment software, that is possible, and most importantly, it can be accessed at all time from any device. Lately, the most important tasks from recruiters and HR managers are handled directly on mobile devices because it’s much faster.

      6. Use the TNT approach (Today, Not Tomorrow).

Prioritizing your job tasks in the recruitment processes is important, because then you will rarely drift from the main objective. Sometimes, there are a couple of less important things left to do on your daily task-list. Even though it’s not a matter of life and death if you were to leave them for another day, try to do it! Either way you will have to finish this task, but this way it won’t be hanging over your head. Tomorrow you will have more quality time to invest into your candidates.

       7. Don’t make promises you can’t fulfil.

As a recruiter, you probably have a natural urge to help everyone you can. However, your professional responsibility is to find a good match between a candidate and a company client. Don’t make promises to candidates or colleagues you know you won’t have time for. You can’t make a clone of yourself, so be honest to them. Tell them you don’t have time right now but will gladly help later when you do. If they still need you, tell them to send you a reminder.