7 things you can do to speed up the hiring process

What slows down your job process?

Time is one of your most precious resources. And as we all know how long a hiring process can be, it is not surprising that most companies really strive to shorten it. The more a position of a position is open, the lower the productivity levels, which means that the cost of hiring increases. In addition, there is always the risk of missing talented people. For what? Because the big candidates are sought. According to LinkedinThe best are often secure by companies within ten days of their search for a job. This means that if your hiring process is slow, you could miss someone who could have been the ideal addition to your team. In addition, long delays can make corporate culture slow, disorganized or indecisive, which are not great impressions.

So what is usually slowed down? One of the most common reasons is non -specific work descriptions. If you don't know what you are looking for, you will get unfit applications. Following online is the slow communication between hiring managers, recruiters and investigators. A candidate applies, is approved, then the weeks go by without any progress. Then there is the back and forth trying to plan interviews or wait to compare the candidates before making a decision. The result? The teams are becoming more and more frustrated because they do not fill the positions, the candidates are not interested and everyone loses an opportunity. Fortunately, with a few smart changes, you can speed up your job process.

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7 methods to make job employees more effective

1. Clear post descriptions

It may seem obvious, but very often it is vague job lists that slow down a process of hiring. When job seekers are not exactly sure of what you are looking for, you end up obtaining unrelevant curriculum vitae, which means additional revision days. The more precise a description of work, the easier it will be to attract good candidates and discourage those who are not a match. For example, instead of writing “in search of a marketing expert”, try “looking for a digital marketing specialist with more than 3 years of experience in Google Ads”. In this way, candidates can quickly decide for themselves if they are an adjustment. It also helps to classify your requirements as “essential” and “pleasant in Haves”. This establishes realistic expectations and allows candidates who may not have everything you need to apply.

2. Optimization of job workflows

Hiring can become really complex if your internal process is not organized. Tons of emails, contradictory schedules in the calendar, or different people who examine the same CV are a waste of time. To solve this problem, start by examining your current process. Is it clear who examines the applications, provides for interviews, gives comments and makes the final decision? Otherwise, you must attribute clear roles, so there is no confusion or double work. Then consider how your team collaborates. Shared job documents or specific hiring platforms can keep everything in one place. In addition, in this way, everyone will see the same information, will know the state of each candidate and will be able to give comments in real time. Finally, establish deadlines. Whether to examine the curriculum vitae, conduct interviews or make decisions, a calendar advances the process and shows candidates that you also respect their time.

3. Automation of repetitive tasks

One of the easiest ways to speed up your hiring process is to automate repetitive tasks. For example, think about the amount of time you or your team manually spend the applications. Using a Candidates monitoring system (ATS) can reduce this time. These tools filter CVs based on keywords or specific qualifications, showing you the most relevant candidates. As for planning interviews, you can also automate this. Many tools allow candidates to reserve interview locations that work for both sides, without all emails. Even candidates' communication can be simplified. Some companies now use chatbots to answer questions frequently asked or guide candidates through the next steps, keeping the commitment high without losing the time of their team.

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4. Shorter interview

Long stages of interviews can lead to tired employees, frustrated candidates and possibly losing the best talents with competitors with a faster hiring process than yours. So how do you speed things up without skipping essential steps? First of all, consider reducing the number of interviews. Even try to combine steps when you can. For example, instead of separate interviews with the recruitment director, the team leader and the human resources director bring everyone together for a single interview. Prepare your questions in advance and focus on the skills, cultural adjustment and the candidate's ability to do the work. Finally, only include team members who must really be part of the decision. More people mean more hours to coordinate and more opinions to consider, which often leads to delays.

5.

Instead of starting from scratch whenever you need to fulfill a role, why don't you keep a list of people you already know, you've already been of interest to your business? Then, once a role opens, you will already have some ready options. Start by keeping a mark on promising candidates who have applied in the past. However, you must inform them from the start that their data will be stored safely for future reference. Another option is the references of employees. The current members of your team probably know others in the industry that would suit a great culture and skills. To facilitate the reference to your team, also offer a small reward. You can also create networks via platforms such as LinkedIn or during industry events. Even if someone is not actively looking for, it could be open to the right opportunity in the future.

6. Pre-relaxing candidates

The acceleration of your hiring process can be as simple as adding a short pre-deplery questionnaire to your application process. Just a few targeted questions that reveal if a candidate answers your basic requirements. These could include things as if they are legally authorized to work in your region, whether they have experience with specific tools or their availability. In this way, you will instantly filter people who are not aligned with the role. Now, in case you hire for several positions or by examining a large volume of candidates, having a rating system can also help. Create a simple unavoidable skills or experience control list and assess each application. In this way, you can focus your time on candidates with the highest scores.

7. Clear communication

Delays in communication at each stage of the hiring process can create uncertainty, and on the competitive labor market today, a candidate who does not hear could quickly move to another offer. So when you have found the perfect match, don't let them suspend. Even if there is not yet a final decision, immediate updates show respect for the candidate's time and maintain them. It also helps to define expectations and reduce the number of follow-up emails that you will have to face later. In addition to that, you want to be clear on time, the next steps and with whom they will talk to each stage. Remember: the key is to communicate early and often. He shows that the candidates you appreciate them, and when people feel valued, they are much more likely to say yes to the offer.

Conclusion

Speed ​​is surely effective, but you don't want to precipitate things, as it can cause greater mistakes. The goal is not only to fulfill a role quickly, but to find someone who really adapts and will remain in the business for a long time. This is why it is a question of finding the right balance between efficiency and quality. Communicate clearly, focus on what matters and automated as many tasks as possible. Even a small change can lead to better hires.