In this extremely competitive employer market, you don’t want to risk your chances to lay your hands on the best candidate due to your mistakes. Time-to-hire plays a major role in improving efficiency in Hiring processes.
With this blog, we’ll equip actionable strategies to minimize the time-to-fill positions and make the hiring process more efficient.
Table of content
- What is time-to-hire meaning?
- 7 Top Ways to Reduce Time-to-Hire
What is Time-to-Hire Meaning?
The time-to-hire is the number of days between a candidate applying for a job and the same candidate accepting the offer.
The time-to-hire candidate is a major objective during the recruitment process as it focuses on the procedure’s efficiency and the candidate’s interest in the job. At times, it becomes difficult for the candidates to stay interested when the time is elapsed more than they expected.
7 Top Ways to Reduce Time-to-Hire
For improving efficiency in hiring processes, time-to-hire plays an unignorable role. It not only saves time and effort but improves candidate experience, reduces risk associated with longer open positions and lets you compete in the tight employer market where the candidates might have multiple job offers with them.
Here are some time-to-hire reduction strategies:
- Simplify your application process:
Do you know that complex career pages and lengthy application processes can be a problem for you.
Hook with simplified application processes that don’t take much time to fill and have objective-based questions with options or require one-word answers mostly.
Make the career page accessible on both desktop and mobile devices. Devise user-friendly interfaces for the applicants to understand the structure of the application.
- Make the most from technology:
Leverage technology as much as you can.
To achieve a seamless hiring process, use Application Tracking Systems to manage applications and automate tasks.
Conduct initial interviews through video interviewing platforms such as Microsoft Teams to save time. Utilize recruitment software through which you can generate templates for generating offer letters or scheduling interviews using AI.
- Build a talent conduit:
You can incentivize your existing candidates to bring talent to the company that might be a good fit for the open position by introducing timely employee referral programs.
It is not compulsory that you always do on-the-spot actions to maintain an efficient recruitment process. You can keep the database of the qualified candidates that couldn’t make it today for the job role but in future they can be a great fit for the company.
- Communicate, communicate and communicate:
Always use a three-rule strategy for communicating with the candidates: A before call, during the procedure and an after call.Before conducting the interview, intimate the candidate about the process and stages of the interview so that they are prepared well for it.During the hiring process, inform the candidate about their application status and at the end when the procedure is completed, make an after call to the candidate asking for feedback and reviews about the interview.Maintaining consistent communication through different channels based on the candidate’s preferences to ensure that they are aware of the timeline and your expectations.
- Enhance your interview process:
Structure the interview format with a set of pre-defined questions well before the interview so that you don’t stick in between.
Prevent any kind of hindrances that might cause issues in the consistency and fair evaluation of the candidate. Tailor specific questions related to the job role and don’t keep the process too long.
In case the job roles ask for a lengthy process opt for an interview panel.
- Avoid hindrances during decision making:
Delegate the decision-making responsibility to hiring managers who are empowered to make an efficient and worthy decision in time.
Choose experienced members for interviewing the candidate who knows specifics very clearly.
- Improve strategies continuously:
Nothing is better than getting insights from a person who has already been through the process. Ask the candidates about their interview experience.
Continuously iterate and work with the feedback received to refine the recruitment process.
Review and analyze your recruitment process and time-to-hire after every hiring. This will allow you to track down the bottlenecks and problem-causing areas where actions are needed.
Streamlining recruitment for faster hires is not merely a courtesy but a requirement. Today the competitive market doesn’t allow you to sit back and expect great candidates with them doing nothing! You must fasten your seat belt and work thoroughly as much as candidates.
HROne entitles its users to seamlessly conduct the hiring procedure with automated processes for communicating with the candidates by providing a template for emails, offer letters, generating salary structure thus allowing the users to save time and manual efforts to much possible extent.
This post first appeared on Payroll Software | HR Software | HRMS Software, please read the originial post: here
