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.