The recruitment industry is experiencing a flurry of activity and job seekers are no longer willing to wait through a long recruitment process. Employers that want to hire top talent need to be critically aware of their “time to hire” (meaning how long the entire process takes from first contact with a candidate until an offer is made). Employers need to be sure everyone involved in the hiring process has built time into their schedules which allow them to move candidates through the recruitment process in a timely manner. Improving the amount of time it takes to move through this process will help ensure recruiting success.
In today’s marketplace time to hire is becoming a vital statistic in landing your chosen candidate. We see clients that have shortened their interview process to a few, quick touchpoints as being the winners in the battle for top talent. On the other hand, those employers that drag their feet and drag candidates through a lengthy interview process are losing out.
The issues with a long recruitment process
“Time kills all deals” is a reality in today’s marketplace. Candidates have choices and will not wait for employers to string together another series of interviews, testing, and other steps that elongate the interview process. We have found that as the interview process lengthens, candidates lose interest.
Lengthy processes also give candidates the time to accept counter offers. Too much time to think about the role also gives the candidate the chance to reconsider. They might realize their current role is just fine or decide that making a change will create more stress. Speed is important.
What can you do to improve your “time to hire”?
Based on best practices we are seeing, here are a few things to consider in the interview process that will drive recruiting success.
- Virtual interviews: Top employers make the most of these interview slots. Have multiple interviewers available for the call, avoid one-on-one interviews if you know multiple people must interview the candidate. This will speed up your process to selection dramatically.
- Testing: If you need to test a candidate, insert this step earlier in your process to avoid wasting time. Why interview the candidate multiple times if their test result can eliminate them!
- Dinners and lunch interviews: Try to avoid having multiple dinners or lunches as actual interviews, if necessary, use it as a closing opportunity versus a meet and greet event.
- Have consideration: Your candidate has a job, respect that! Don’t put them in an awkward position in which they need to take time off multiple times over a few weeks, potentially exposing them to their current employer. Offer after hours timeslots for interviews or let the candidate pick slots when they are available (versus when the employer is available).
- Presenting an offer: Tighten the window for allowing the candidate to accept the job offer. Take control of that critical step.
- After the offer is accepted: Even though your candidate has accepted the job and sent in the signed agreement, don’t stop recruiting them until they step in your building. We are seeing a lot of counter offers. Start your onboarding paperwork, have the hiring manager check in with the candidate during their two weeks notice period, have as many touchpoints with your new hire as possible. Send them some company swag to their homes as a welcome aboard package.
Shorter time to hire will lead to recruiting success
It is a candidate driven market. Employers need to tighten up their interview processes, respect a candidate’s time, and execute a well-planned recruitment effort. Top talent has choices and as much as you are sizing them up, they are also looking very carefully at your organization. They are evaluating if it is a place they want to work, they are evaluating your team, evaluating your processes and the way you operate. Recruitment is a two-way street!
CONTACT US:
John Salvadore
jsalvadore@grncoastal.com
508-479-3137
RELATED POSTS:
What is the Right Fit?
Flexible work location – your biggest advantage in a tight labor market
Top 10 Things Job Seekers Are Looking For
