Finding the right job candidate is never an easy process. And, the longer it takes to fill those empty spaces, the more money companies lose as a result of decreased productivity, lower employee morale, and an increase in errors caused by overworked employees. This doesn’t mean that companies should rush to fill positions – due diligence is necessary to properly screen applicants and avoid making the wrong hiring decisions. However, some of the difficulty is a result of tedious and inefficient practices.
These 4 recruiting resolutions can lead to greater hiring results.
1: Make it easier for job candidates to apply
Understandably, companies want as much information as possible when sorting through applicant submissions. However, job candidates are turned off by excessively long applications. A recent survey found that 60% of applicants abandon online applications that take too long to complete. It can take anywhere from 30 minutes to an hour to complete some applications, and a lot of requested information is already on the candidate’s resume. Using an automated system to parse resume details can significantly decrease the applicant’s time – in addition to the frustration of repetitive typing.
Also, resolve to reduce the number of questions. Some information is essential, but is it really necessary at this phase in the process to ask for reference information and a comprehensive work history? Applications with dozens of questions and several pages to click through are likely to produce a negative response from frustrated job candidates. By streamlining the application to the essentials, companies increase the chances that candidates won’t abandon their application.
Offering a variety of formats also makes it easier for candidates to apply. While some job seekers might be using a desktop, others might be scanning jobs using mobile devices. And, according to that same survey, 40% of applicants won’t apply when they receive a notification that the application is not mobile-friendly.
2: Integrate LinkedIn and Indeed
When posting a job ad, the goal is to reach as many qualified candidates as possible. LinkedIn has over 500 million users with professional profiles, and all of those profiles are available to view. Recruiters can use various search features to find the ideal candidates, and the InMail message system allows them to send private messages to these individuals.
For example, instead of just searching for accountants, recruiters can create customized searches for management accountants, accountants in San Francisco, or Certified Public Accountants.
Also, Indeed is considered the number one job site and has over 200 million unique visitors each month. Using the world’s most popular website can undoubtedly lead to a larger pool of candidates.
By integrating the company’s applicant tracking system with LinkedIn and Indeed, recruiters can receive applications directly from these websites. And, the “Apply with LinkedIn” button allows candidates who view a job on its site to click on the Apply button and send their LinkedIn profile to the hiring company without the hassle of completing an application at this stage of the process.
3: Speed up the hiring process
Job candidates won’t wait indefinitely for companies to announce their hiring decisions. When the process drags on for too long, there’s a danger of losing the best applicants. In a Robert Half survey, 64% of respondents said that waiting to hear if they got the job or will advance to the next interview is the most frustrating part of the job search process. So, what’s considered too long for candidates? Almost a third (32%) believe 15 to 21 days is too much time, while 29% think 7 to 14 days is too long.
Companies might think it doesn’t really matter what candidates think, but consider this: when they perceive that the process is taking too long, 46% of respondents say they lose interest in the job and start pursuing other job openings. Also, 39% question the company’s ability to make other decisions if it takes this long to make a hiring decision. Slow-moving, chaotic companies competing with organized, rapidly-moving organizations will lose the race for talent if they don’t have an efficient recruitment process.
4: Don’t let candidates slip through the cracks
It’s a recruiter’s job to help companies solve problems – not create them. However, recruiters often juggle a variety of applicants and jobs, and it can be challenging to juggle so many activities. Trying to remember which applications have been submitted and which candidates interviewed, in addition to which candidates have been offered a job – and accepted or rejected – is a mammoth task. Remembering to schedule interviews, make job offers, and place new workers is just part of the process. Many types of HR software offer workflows to track these tasks, so use them. Recruiters also need to ensure the accuracy of job titles, job codes, and job owners, and stay abreast of which jobs are open, closed, on-hold, or canceled. Resolve to use tools to help effortlessly manage applicants and jobs.
2018 is gearing up to be a busy year for companies seeking qualified job candidates. To stay ahead of the competition, resolve to make the recruitment, interview, and hiring process as efficient and user-friendly as possible.
This is a guest blog from Technology Advice.
About The Author
Terri Williams is a writer for TechnologyAdvice.com. She has covered business and tech topics for a variety of clients, including The Economist Careers Network, Intuit Small Business Blog, Investopedia, The Houston Chronicle, Daily News Energy, and Homeland Preparedness News. Follow her on Twitter @Territoryone.