Great candidates are hard to find in the market these days, even more so when you take into the account the culture fit which so many companies are sticking to these days.
79% of HR managers are concerned about losing top candidates to competing job offers and companies increasingly competing for good workers per a study performed by specialized recruitment company Robert Half. Per the same study, 55% of HR leaders claim the length of the hiring process has increased compared to three years ago.
That is why it is imperative that you have a speedy recruiting process that isn’t slowed down by anything. Here’s some tips to speed up your recruitment time and ensure you aren’t losing out on great candidates to competitors.
Shorten the number of interviews in your hiring process
Over 57% of Australian HR managers have missed out on a top candidate due to a lengthy hiring process.
This figure rises above 65% in larger organisations. Whilst many graduates and unemployed job seekers may have time for 3-4 job interviews as well as phone screening, for the top talent that is so easily gobbled up in today’s job market, they simply don’t have the luxury of time on their hands.
Keeping in mind if they are genuinely talented at their jobs, they will be interviewing with several companies. You should, where possible, try and have all your interviews for the candidate in a span of one or two days.
Top tip: utilize video interviewing through Skype to allow your candidates a more flexible way to interview; it will also show that you are innovative.
Communicate regularly throughout the process
You need to keep your candidates in the loop, especially if you have a lengthy interview process. Whilst calling candidates at every stage of the interview process isn’t necessary, a simple email will do the trick if the process is taking a little longer than you first hoped.
Top tip: communicating your company values and culture through the interview process is a good thing, if you don’t see the culture fit in the candidate, then simply cut the process and wish them luck.
Make an offer as soon as you know they are the right candidate
Once a candidate has been successful in the interview process, a tendency of some organizations is to wait to let the candidate know if they have been successful for fear of not wanting to come across as too keen.
Unfortunately, this can mean that the candidate becomes uneasy and anxious and is likely to accept another offer if it comes their way. Rather than keeping the candidate guessing, offer them the role as soon as you know they have ticked off all the boxes.
Top tip: offer the role and get your police and background checks underway as soon as possible so nothing holds up the process.
Don’t let police checks or background checks take too much time
Police checks and background checks are a common part of the interview process, especially in large organizations or those governed to do so.
Top tip: organizations should also be aware of their rights to withdraw an offer if certain candidates have prior police history.
The key here is to partner with a police check or background check service that has a speedy delivery time so that you don’t lose your candidate to another firm while waiting for it to return. You should start the checking of candidates as soon as they have accepted their offer.