Sort out the application
The longer your application process, the more opportunities you’re giving for candidates to drop out. Save the long, detailed, nitty gritty parts for when you’re actually face-to-face. Remember, the point of an application is to get people through the funnel so you can actually have a conversation with them. Even the most skilled worker doesn’t want to fill out a six-page application with three separate essay questions on why they’re perfect for a job they’re not entirely sure they want. Only include what is absolutely necessary for you to initially screen candidates, and use platforms that suit them. For example, if you’re recruiting grads, snapchat is a great place to find them and you can run fast application campaigns on there. Also, make sure whatever you do it’s always mobile friendly. A lot of people only spend time on desktop computers at work, and naturally they can’t sit and fill out applications for other jobs, while on the job.
Let your technology do the work
Your recruitment software should be a key tool to helping you reduce time to hire. Connecting your departments will drastically shorten your hiring process as the flow of information moves quicker thorough your business. With finance, compliance, screening and consultants working from one platform all departments are aware of what stage candidates are at and what needs to be actioned. Access Recruitment CRM uses a single sign to ensure everyone has access to the same information, updated in real time.
Job descriptions matter
By job description, we don’t mean a LinkedIn status update that you ask everyone in your office to share, but a comprehensive job description that tells candidates what they need to know about the role. Be specific about what you’re looking for, communicate what is expected of candidates and write it in a manner that appeals to them. If it’s for a creative position, then get creative with your job ad. Similarly, if you’re recruiting for a head of finance, you’ll need to create an ad that appeals to their senses. A well written job ad is one of the simplest ways to screen candidates early on. Sit with hiring managers and decision makers to craft the job ad together. It’s one of the best ways to accurately portray a job.
Speed up interviews
Often candidates can be brought back on multiple days to interview with different members of staff, and coordinating diaries becomes a logistical nightmare. Do your best to get everyone freed up on agreed days before you start inviting candidates in to interview. Trying to get days off work for candidates can also be frustrating and give them a negative impression of the company in question. In addition, making use of group interviews is always a good method to reduce time to hire.
Fish before you’re hungry
As ever, this one will always be the greatest tip to keep your business growing at a steady rate. Ensure you’re engaging with candidates, having conversations with potential prospects and keeping your pools full of available options. Knowing when someone will leave the business is never easy, but ensuring you’re prepared for it means your hiring process has already started before they’ve left.
Hear from our CRM specialist on why Access Recruitment CRM software can place more candidates quicker.