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.