Cutting Time: Three Ways to Shorten the Hiring Process

Cutting Time: Three Ways to Shorten the Hiring Process

Most of us can agree that the hiring process for our organizations isn’t where we want it to be. The numerous obstacles we face on a daily basis regarding the hiring process, make it no surprise that the time-to-fill rate has increased in recent years. According to SHRM, the current time-to-fill across all U.S. industries is approximately 26 days. Within the Health and Human Services industry, that number increases to an average of 46 days. The challenges that we face in the hiring process span from the initial recruitment process to the official offer. Follow these simple tips to decrease the time spent on your hiring process:

Keep Up with Technology
As millennials continue to take over the workforce, organizations need to continue catering to this tech-savvy generation. One study showed that 76% of job seekers found their jobs through social sites such as Facebook. This trend demonstrates that organizations, regardless of size, must concentrate on building their brand image through social media. Also, organizations need to consider the mobile experience of their recruiting process. Whether it’s searching for reviews or applying online, job seekers are using their mobile devices throughout the hiring process.

Set Goals Throughout the Hiring Process
With the mentality of ‘the faster the better’, we find ourselves setting goals for our hiring process that can be unrealistic. Re-evaluating your hiring expectations regarding time-to-fill and qualifications will allow you to regain a more realistic perspective on your hiring process. By using a streamlined track to see how progression is being made throughout the hiring process, your organization will never fall behind and will be ready to bring on the new hires faster. Based on how the progress lays out, you’ll be able to set further goals to help the process continue to run smoothly. This simple, yet crucial, step is what sets successful hiring processes apart from those at par. Ask yourself some of these questions to help you when it comes to setting your hiring goals:

  • Do you want an A-level individual in 60 days or a B-level one in 30 days?
  • Can we manage to hold multiple interviews in one day without becoming inattentive?
  • Are we using all of our resources properly throughout the hiring process?

Organizational Unity
While the hiring manager may be the one in charge of filling the positions, it’s an organization-wide responsibility to be recruiting. Building workflow processes and streamlining communication between hiring managers and recruiters will help cut the amount of time applicants spend in the hiring process. It’s also encouraging for the job seekers to see what the company culture may be like from a first-hand perspective. Organizations should encourage employees to provide feedback on online review sites. 69% of job seekers agreed that their perspective on an organization can improve if they see employee responses on review sites. These strong relationships will help build company morale and bring in top-notch recruits.

It’s important to keep in mind that the hiring process should be streamlined and shortened, but not rushed. Every organization has a different method for recruiting, and just because a similar organization has a method that works, doesn’t mean it will work for you. However, trimming the edges of this tedious process is essential for organization-wide success. It’s time to bring on the new applicants with a quicker and more effective hiring process.

This DATIS Blog was written by Carlos Lozano, DATIS, on June 30th, 2016 and may not be re-posted without permission.

Written by Carlos Lozano