When it comes to recruiting, time is of the essence.
Recent studies have shown that top candidates are typically off the market in 10 days. This leaves a small window for companies to attract talent before they’re lost to competition.
If you’re looking to help streamline your hiring process, check out these four tips to help you get started:
Start with an accurate job description.
When it comes to job descriptions, get straight to the point:
- Make sure your job title is clear and contains keywords ideal candidates would search for.
- Outline mandatory requirements early so candidates know if they’re qualified for a position.
- Showcase your company culture and benefits so candidates can learn more about your organization’s mission.
Decrease the number of hoops.
Sometimes less is more, and this is definitely the case when it comes to getting candidates into your talent pipeline early.
Make Your Job Postings Easy To Find. In an on-demand world, candidates aren’t necessarily going to go out of their way to find your specific job post. But don’t you want to make it as easy as possible for candidates that do? Expand your reach by posting your job listing on job boards, your company career site, and on social media.
Prioritize Your Needs. Identify the most important things to collect from potential candidates at the beginning of the hiring journey, and start from there.
Let Them Know How You’ll Be In Touch. According to a recent CareerBuilder study, more than half of candidates want employers to let them know from the get-go how they’ll be keeping in touch during the interview process. Touching base helps keep talent engaged while allowing recruiters to keep tabs on whether candidates are still interested in a position. This way, they’re not wasting time chasing dead ends when it comes closer to crunch time.
Connect with candidates before in-person interviews.
The best way to get a sense of a candidate’s personality and potential is through digital interviewing. By asking the most important questions during screens, you’ll avoid the frustration of scheduling interviews with candidates who will ultimately wind up being ill-suited for the position.
Sample questions could include:
- Why do you want to work here?
- What can you contribute to a job with our company?
- Where do you see yourself in five years? Ten?
When reviewing candidate responses, evaluate them on preparedness, enthusiasm, skills, and cultural fit.
Don’t wait on your final decision.
Have a standardized evaluation process in place so everyone is on the same page when determining the perfect candidate. This will cut back on hurdles and help your team avoid deadlock in the decision-making process.
Once you’ve decided to offer a candidate a job, make sure you deliver the offer promptly, and keep in touch with them once they accept. This will help onboarding go smoothly and efficiently.