streamlining the recruitment process: 7 tips for recruiters & hiring managers
Post on 02-Jun-2015
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Time is money in any business. The more time
it takes to fill a position the greater the impact
on an organization’s bottom line. Consider that
the average time it takes a U.S. employer to fill
a job vacancy is 25 working days.
The longer a job remains vacant, the more
difficult it becomes to fill the position–if a job
hasn’t been filled within the first month there
is a 57% chance it will remain open for three
months or more, according to a report by
Indeed.com.
Let’s look at some things recruiters can do to
streamline the recruiting process.
Manually entering candidate data into a system is time consuming and costly.
There is simply no reason to enter data manually with the variety of tools and software
available today.
Parsing software that extracts and stores crucial data from candidate resumes, such as
contact information, can dramatically reduce data entry time.
Archaic systems that require candidates
spend hours manually retyping or
copy/pasting their resume and filling
out page after page of information just
to submit an application are old news.
Make the application process as simple
as possible, and remember, the best
way to find great candidates is through
pre-employment screenings (via phone
interviews, for example) and through
reference checks.
The person best suited for the job you’re looking to fill may already exist in-house.
Hiring from within increases the likelihood that you’ll get the right candidate into the
position you’re filling, since you already know the person and can easily evaluate their
performance in their current role. Hiring in-house candidates also boosts morale, as it sends
the message that you’re paying attention to the talents and abilities of your team members.
Instituting a referral program that incentivizes your
employees to refer qualified candidates is an
excellent way to find great new talent.
It also has the bonus of boosting employee morale,
as it sends the message that you trust your
employees’ judgment.
Your employees won’t mind the extra cash, either.
There’s no way around it—checking
references and performing background
checks are time-consuming. But they
are absolutely necessary.
Even if a prospective employee’s
current and former employers provide
little information aside from dates of
employment and job titles, you want
all the information you can get to
make an informed decision.
Most importantly, past transgressions
that surface after an employee has
been hired can come back to haunt
you legally.
Technology has changed the game
for recruiters, helping to streamline
the process. Recruiting software is
an excellent tool that helps
recruiters and hiring managers:
• Collect resumes from email
attachments
• Gather applications from all
sources in one place
• Upload resumes in bulk
• Parse contact info from
resumes
• Detect duplicate candidates
automatically
One of the most inexpensive ways to attract great candidates is through
your website. Your website should clearly outline your company’s vision,
mission, values, goals, and products/services. Ideally, it will also contain an
employment section that describes open positions and outlines why
prospective candidates should want to work with your company.
Recruiterbox is the developer of advanced recruiting software to help companies efficiently
track job applicants. The intuitive, easy-to-use software helps recruiters manage dozens or
even hundreds of resumes and interviews per week. Created by Aplopio Technology, Inc.,
the Recruiterbox system was designed with busy hiring managers in mind. To learn more
about the company’s innovative software, visit Recruiterbox.com.
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