Losing Productivity In Your Recruitment Process?
5 Hacks To Boost It Right Away.
Recruiting processes are not as simple as posting a job. Recruiters spend hours after hours searching for the right CVs. Call candidates to discuss job descriptions for 20 minutes, only to realize it’s not for them, arrange interviews, negotiate salaries on both ends. And the worklist continues. How can you improve productivity in your recruitment process?
In simple words, right from selling the job profile to the candidate to convincing the hiring manager to accept the candidate, the life of a recruiter doesn’t seem easy. As per reports, on average, it takes 36 days to fill a given position and costs $4,425.
So we can say that it typically takes a long time. And amidst your endless to-do list, you will keep wondering where the time flew. Again, many companies don’t have the sort of time or resources to invest in each potential candidate. Which makes it all the more important to increase the quality and efficacy of the recruiting process.
With so much going on, how do you make sure that you remain productive and on the upper edge of your job role? Here are five hacks to boost the productivity of the recruitment process.
Hack #1: Carefully manage communication with the candidates.
At times, staying in constant contact with each of your candidates can be daunting as you alternate between several recruiting assignments. And many candidates come into the same frame. However, to be successful in recruiting, it is extremely important that we remain in communication with each of our candidates.
Hanging interested candidates can push them off your organization. Many candidates are likely to submit multiple offers and look forward to different opportunities from different organizations. If they don’t hear from you in a while, they won’t wait around. To keep them restored, stay at the forefront of those candidates by being at the top of the inbox.
Right communication strategies also build stronger relationships. For example, if an applicant has established confidence in you as his recruiter. He is more likely to share some vital information. In the later phases, those might be useful to understand what it would take for him to accept your offer. Quite evidently, it will prevent a great deal from falling apart in the final stages.
Hack #2: Simplify the process.
According to CareerBuilder, 60% of candidates stop filling out an online application that’s too complicated. What’s more, 54% of Gen Z job seekers won’t even complete a job application if they suspect a company’s recruiting methods are outdated.
If your application process is too long, overdue, or challenging, many job seekers will stop and switch to others. Thus, try to keep it as simple as possible. You can try out steps like eliminating cover letters, replacing long-term applications with a series of fast online queries, using mobile-friendly applications, and chatbots.
Hack #3: Implement your employee referral program.
We already know that one of the biggest recruiting problems is seeking talent. To address the issue, many modern recruiters have begun to include their current employees in the recruiting and hiring process. And as such, employee referral programs became one of the most preferred and highly successful tools for compatible workforce-finding. Your existing employees know what you are looking for. Or say, who your ideal candidate is. And thus, they can recommend the best fit for your company culture.
Employee referral programs save you a significant amount of time, which you can use to focus on other essential aspects of your job. It also reduces the costs for recruiting and enhances retention and employment efficiency. Inducing many recruiters to shift to referrals aiming to increase their recruiting effectiveness.
Hack #4: Invest in the right technology.
Technology has now become inseparable from businesses. The effect of the technology and the data it collects in the field of recruiting is becoming more evident in terms of improving the selection experience for both the applicants and selection teams.
Considering the current remote working environment, having the right technology allows the recruiters to maintain their day-to-day operations from home without disruption. Apart from a cloud-based CRM, there are plenty of recruitment tools and software available to keep the team engaging.
With the right video technology, recruiters can quickly and easily interview candidates and hold team meetings.
Getting more in-depth, here are the four best trends in the recruitment technology that you must read.
Employer Branding Videos
Employer branding videos can increase the response rate to job posts from about 12 to 34 percent as it allows candidates to learn more about the business, its culture, and work offers all in one go.
Your Applicant Tracking System can make or break your hiring performance. Considering both your long and short term goals, you must select and operate your ATS effectively.
Analyzing and making use of employee trends is one of the newest trends. One of the best examples here is LinkedIn’s Global Talent Trends Reports 2020. It sees four concepts reshape the way you can attract and maintain talent in the years to come. The rise of employee experience, the expansion of people analytics, the revival to internal recruiting, and the growth of the multigenerational workforce.
Did you know that technology can eliminate human biases? Yes, you heard it right. Lately, Harvard University has designed the Implicit Association Tests to check people’s bias against others, which can, at times, be unconscious. Since bias seems to be common among humans, the idea is for recruiters to use machine learning or artificial intelligence to minimize human judgment in candidate selection.
Like for example, SAAS based recruitment system provides recruiters with a candidate matching program that monitors employee performance, on its own, with no space for personal, unfair, or emotional prejudice against the applicant.
Hack #5 Please stop multitasking
Mostly recruiters lead a fast-paced workday that consists of phones, emails, searches for ATS, reviews on LinkedIn accounts, data entry, live chats, and lots more. But it is essential to realize whether the multitasking efforts are bringing you the results you need.
According to Devora Zack, an author, consultant, and coach, “Multitasking is a myth. The brain is hard-wired to do one thing at a time. When we think we are multitasking, we are actually engaged in what neuroscientists call ‘task switching’ – switching rapidly between tasks.”
When you choose to do multiple things simultaneously, the quality of the work might suffer. It is better to do one thing at a time, focusing your attention to produce results of the highest quality.
Anjan Pathak is the Co-founder and CTO at Vantage Circle - an Employee Engagement Platform. He is an HR technology enthusiast, very passionate about employee wellness, and actively participates in the growth of the corporate culture. He is an avid reader and likes to stay updated in the latest know-how in the field of human resources.
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