How to reduce your time to hire: Simple and not-so-obvious tips
Reducing the average time to hire is every recruiter’s dream. Neither team managers nor recruiters want to wait a month or more to bring a qualified talent on board. But the reality is that it takes an average of 33 days to find a specialist for an administrative job and 44 days to find someone in engineering.
In this post, we share workable ways to reduce your time to hire. Let’s see what we’ve found.
1. Write compelling vacancy copy
“Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.”
– Matthew Jeffrey
HR is becoming marketing-driven. A modern vacancy description is like an advertisement that must stir the interest of potential candidates and make them send their CVs. On the other hand, you must keep your vacancy descriptions informative and clear so you don’t get an influx of irrelevant candidates.
Here are a few tips to consider when crafting your vacancy copy to get on the fast recruit track:
- Create a persona to target the right audience. Consider your persona’s lifestyle (Do they prefer remote or office work?), motivations (What else makes them want to apply except for your benefits package?), and demographics (Are they married with kids?).
- Specify responsibilities in the name of the vacancy. Compare these two vacancies: “Marketing manager” and “Marketing manager for a fast-food restaurant chain.” The latter reveals more information and, thus, should attract more relevant
- Don’t hide the truth. Filter candidates with an accurate and honest vacancy description. It doesn’t make sense to promise creative tasks and a spacious office with coffee and cookies if you’re hiring a factory worker to work on a conveyor.
2. Optimize the CV selection process
CV processing takes a substantial amount of recruiters’ time. Consider the tips below to enhance your average time to hire:
- Automate your candidate screening flow. Manual CV screening is time-consuming and prone to human error. Automated candidate screening allows you to find qualified candidates that meet job requirements and are likely to succeed. Moreover, it helps you eliminate prejudice regarding applicants, reduce human error, and make the recruitment process transparent. For example, you can use AI to screen CVs and provide instant feedback to candidates.
- Accept LinkedIn profiles. Allow your candidates to send a link to a LinkedIn profile instead of a CV in PDF format. Such a move helps you capture passive candidates that aren’t motivated to update their CV and send it to you. Moreover, LinkedIn profiles, because they have a uniform format, make it easier to compare candidates at the screening stage.
- Require a cover letter. A mandatory cover letter helps you receive CVs from motivated candidates. However, this rule isn’t applicable to all positions and works best for complex and demanding job roles.
3. Structure your recruitment process
Sometimes, your recruitment process might be too slow and include lots of unnecessary steps and check-ins. See how you can optimize your recruiting workflow to decrease your time to hire:
- Automate communication with candidates through automated replies.
- Limit the number of approvals and interviews.
- Set an automatic approval date for fast-track jobs.
- Assign an owner of the recruitment process who can step in and help when needed.
- Hire during low demand seasons when there’s little competition.
- Limit the decision-making timeframe.
4. Leverage your internal candidate pool
Recruiters often underestimate their internal candidate pool. In fact, it can be a lifesaver when it comes to hiring candidates for complex jobs, especially if you want someone to fit your corporate culture.
Internal recruitment is more cost-efficient than external recruitment because you don’t need to post vacancies on job boards, invest in paid promotions, and pay in-house recruiters or recruitment agencies.
Moreover, internal recruitment is fast because your candidates are already at hand. They’ve been working with you for some time, they know the internal rules and policies, and they share your values.
Learn more about internal recruitment best practices in our blog post.
5. Create a candidate database
Don’t forget about the candidates that don’t get hired. Instead, keep a database with details such as , seniority level, and reason for not getting the job. Imagine how exhausting the hiring process would be if you had to start from scratch every time. If this is your situation right now, it’s time to change it. Every time you hire new staff, save your candidates’ details. Then the next time you need to fill a job, you’ll already have a network of potential candidates. Building a talent base is your long-term solution. It can significantly reduce the time needed for the more important part of the job — finding the right people.
6. Invest in your employer brand
If you’re hiring line staff or simply working with a massive recruitment volume, you need a steady influx of people interested in working at your company.
Without a sustainable and attractive employer brand, this task becomes almost impossible. Surely, building your employer brand is a long-term strategy, not a quick fix. However, a developed employer brand eventually pays off with a steady flow of candidates and quality hires.
As you can see, there’s no one answer as to why it can take so long to hire an employee. The reasons are different depending on the company and position, along with a variety of other factors.
However, there are steps you can take to minimize the time to hire a new employee. By following some of the simple tips outlined in this article, you can ensure that your recruiting team is set up for success.
When it’s time for you to scale up your business, transform your workforce, or ensure it’s future readiness, contact the HRForecast team. We’ll work out the ways to recruit smarter and more cost-efficiently.