“Ticking away the moments that make up a dull day. You fritter and waste the hours in an offhand way.”

 

Is your recruiting strategy slowing you down?

 

Studies show that it takes longer than ever to hire a good candidate, and inefficient recruiting strategy further inhibits your recruitment team. Hiring for a position can take anywhere between 30 to 40 business hours, with most of your time wasted on reviewing resumes from candidates you’ll never hire! 

 

If you need to recruit specialized talent quickly, outdated tactics won’t make your search any easier. It’s important to deliver your message where your potential candidates are – and they’re not looking on job boards.

 

A lot of recruiting strategies may look something like this:

  1. Post a job description on as many affordable or free job boards as you can.
  2. Spend hours reviewing hundreds of resumes from unqualified and/or out-of-state candidates.
  3. Interview a few of the “best of the worst” applicants.
  4. Hire the best of “the best of the worst.”
  5. Become disappointed when the candidate doesn’t work out.

 

Your recruiting strategy is key to developing an efficient process that targets, vets, and hires candidates on a timeframe that’s right for you. Try these 3 recruitment tips to save time and discover quality candidates:

 

1. Shorten Your Recruitment Process

Believe it or not, the old “candidates will wait to work here” approach doesn’t work anymore. Candidates drive the market now, and it’s important to meet their expectations when executing your recruitment process. Don’t assume that a candidate has the time to wait for your team to make a decision, or that they will even want to after a certain amount of time.

 

The average applicant expects the hiring process to take 10 business days (15 days max) from application to offer.  That means your recruitment process should take 10 business days! If you are excited about a candidate, it’s likely that another company is too. Edge out your competition by stripping your recruitment process of steps that are no longer, relevant, beneficial, or necessary.

 

Don’t be afraid to experiment with new time-saving methods. One technique I share with my clients is to schedule everyone involved for the same two hours in the calendar for the same days each week. For example: stakeholders can be scheduled for every Tuesday and Thursday from 2:00 to 4:00pm. With everyone’s availability synced, candidates can be scheduled for interviews without delaying or muddling communication within your team. 

 

You might be thinking, “I’m way too busy to have block two hours out of my calendar!” Here’s the fix: open up time slots in your calendar if an interview isn’t booked by 12 noon the prior day. For example: if an interview isn’t scheduled by Monday at noon, then you’re free to make your Tuesday slot available for other priorities. You’ll have a 26-hour window to book new meetings.

 

2.  Reorganize your Recruitment Process

 

Recruit quickly by moving any “absolutes” or “pass-fail” steps to the beginning of your recruitment process. Here are a few examples:

 

Example #1

 

A client of mine uses online assessments in their hiring process. These assessments are a great indicator of success in their company. The challenge is that the assessment was being given at the end of the interview process after they “liked” the candidate. If the candidate did poorly on the assessment, the client would overlook the result because thy had already developed a bias. Consequently, the candidate wouldn’t perform to expectation after being hired.

 

We solved this issue by moving the assessments to the beginning of the process.  We started sending them out after the pre-screen interview instead of at the end of the process.

 

The benefit of moving the assessments to the beginning of the process was two-fold.  

 

  1. Minimal time was spent with candidates who didn’t pass the assessments and couldn’t be hired.
  2. The president of the company only ever interviewed people who had been prescreened for the right skills and experience and had passed the assessments. He could make hiring decisions quickly if he felt the candidate was a good fit.

 

Example #2

 

I worked with a Fortune 500 company that required candidates to pass certain screenings in order to advance to the following interviews:

 

  • HR interview – 1 hour
  • Sales Manager – 1 hour 
  • Regional Sales Manager – 1 hour
  • A 3-hour ride along
  • Regional Director – 1 hour

 

In a very short period of time, I discovered that the director was eliminating 50% of the candidates he saw. To get around that hurdle, everyone else was green-lighting candidates to get warm bodies in front of him and hoping he’d hire some of them.

 

They were spending 14 hours interviewing per hire (outside of sourcing, etc) because they had to have 2 people complete the full process to get one hired.

 

The regional director was a mandatory part of the process and he had to interview every candidate. My suggestion was to have the regional director be the first to interview every candidate that passed the initial screening.  This way the green light was given to anyone he liked and candidates could be moved through the process quickly and without fear of being eliminated.

 

Clear any barriers, assessments or top dogs at the beginning of the process as early as possible.

 

For example: “I’ve really enjoyed our talk today and I think you’re a good fit for what we’re trying to do here. The next step is for you to meet with our CEO, Corey Harlock, can you come back to meet wth him next Tuesday at 3:00 pm? I’m also going to send you our online assessment.  It will need to be completed before your meeting with Corey next Tuesday and will take about 30-minutes to complete.  Make sure you give yourself some time to complete them because your results are a consideration in the hiring process.”

 

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3. Ditch the Job Boards

 

Job boards don’t work for you and the specialized talent you need isn’t searching them.

 

Outbound recruiting techniques – like posting or job boards or placing an ad in the paper – don’t target specialized talent. Posting your job online and then praying for someone with some of the skills and experience you need applies isn’t the way to go.

 

Inbound techniques are far more effective than posting jobs.  Inbound recruitment focuses on targeting people with the skills and experience you need via online databases and social platforms. Once you target a potential candidate, you reach out to them directly with a personal message and start a conversation. Making meaningful connections and building relationships with candidates count in a candidate-driven market. 

 

Recruitment tools like LinkedIn, Indeed, CareerBuilder, etc. attract candidates with varying levels of experience and expertise from a variety of industries.  You’ll want to consider all of them to see where the best quality matches are for your roles and industry. 

 

This is where the magic happens and countless hours are saved!  You’ll only be reviewing high-quality candidates that you targeted and that have responded. You can save hours upon hours of your time just by using inbound techniques.

 

Incorporate one or all of these tips into your recruitment strategy to dramatically cut the time it takes to target and hire high quality candidates. Inbound recruiting techniques, reviewing your current process, and reorganizing your priorities help remove road blocks within your team and develop a super-efficient hiring process that works best for your company.

 

Did this post help? Let me know by leaving a comment below or share on social media!


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