How to Reduce Your Time to Hire
The average hiring process takes 35 days. However, 54% of businesses have previously lost out on a qualified candidate because their hiring process was too long.
Reducing your time to hire should be a priority; not only can a lengthy recruitment process put candidates off but an open vacancy can also increase your spend and put extra strain on your existing resources.
The beginning of a new year is a great time to focus on reducing your time to hire. Try following these top tips from HSI to shorten your hiring process.
1. Identify what’s holding up your recruitment
Take a step back and look at your hiring process; what’s causing any delays?
Hold-ups can be caused by a number of factors, including:
- A poor response to your job adverts
- Taking too long to follow-up on applications
- Too much internal administration
To find out what’s holding up your recruitment, try noting the length of time between each stage of your hiring process.
This includes the time between:
- Your job advert going live and your first batch of applications received
- Applications received and the telephone screening process
- The telephone screening and the face-to-face interview
- The interview and the offer being made
By looking at each area individually, you should be able to notice if a particular part of your process is taking longer than it should be.
2. Be clear with what you want to achieve
Once you’ve pinpointed an area (or multiple areas) of your recruitment process that you need to focus on, you should set yourself a realistic goal to achieve.
For example, if you notice that it takes you, on average, a week to follow up on an application, try setting an internal KPI of four days or lower, depending on how ambitious your goals are.
Re-visit your goals every three months to check that they’re attainable and realistic. If you find that your goals are actually too easy to achieve, you can try reassessing them.
3. Think of new ways to streamline your processes
Outdated processes and slow, manual systems can be a common cause of a lengthy recruitment process.
As such, it’s important to make tasks as easy as possible for you and your team; using an applicant tracking system (ATS) is a great way of centralising and streamlining your recruitment.
An ATS can help to take away the annoying administrative aspects of your recruitment that drain your resources, leaving you with much more time to spend following up on applications and talking to candidates.
With all HR users working from the same system, it also ensures consistency throughout the hiring process and greater efficiency.
4. Measure and report on your progress
It’s important to monitor your progress; after all, how else will you measure the effect of your efforts?
Process review to deliver competitive advantage
Sometimes a simple workaround isn't enough. Sometimes you need to go completely back to the drawing board. The ability to respond to a recruitment demands, at the drop of a hat, is key to success in recruiting a candidate for an open vacancy when you are one of the leading hospitality companies.
Reducing this hiring metric is an urgent requirement as job applicant numbers fall. A delayed response from your candidate, or an attempt to renegotiate terms, suggests that they may be ‘job hoarding’. Be prepared to overcome objections quickly, call your candidate to obtain a verbal acceptance and ask for immediate formal confirmation. It’s at this point that onboarding begins.
Don’t lose out on talent. Hire better people faster and get assistance from Hospitality Search International to do this.