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How To Speed Up Your Recruitment Process

How To Recruit Fast

Attracting new talent is the first stage of any recruitment process and one of the top reasons to hire faster is that the best candidates aren’t free for too long. In fact, the top talent is gone from the job market in just two weeks. If you’re not quick to grab your best candidate, they’re already gone somewhere else.

Here’s a tips for hiring faster; 

  1. Hire Internally- Oftentimes, the best hires are people who already work for you. After all, they know your business, the company values, they’re already a good cultural fit and they probably know what the position entails.
  2. Build a talent pipeline- Building your own talent pipelines is a long term solution  and will be very helpful when it comes to hiring new staff, it will be easier, quicker and less expensive.
  3. Employee referral programs- One of the better ways to hire more quickly is through referral programs. The system is simple – as you put out an open position, let your employees refer to someone that they think would be a good fit for the job.
  4. Make an offer fast- If you’ve found the best person for the job and you’re certain they’re your new all-star player, don’t waste time.
  5. Interview only the best of the best- One of the most time-consuming parts of hiring are the interviews.
  6. Tie-up with a recruitment agency- Like any kind of consultant, they have the knowledge, experience and resources to speed up the entire process, find the best, rarest people and work out cheaper in the long run.

Recruiting Goes Remote

Recruiting has changed for both recruiters and candidates since COVID-19 made its unwelcome arrival. Both groups are adapting to video platforms for interviewing, skipping the onsite company tour and going through the hiring process from home.

Many managers are unexpectedly finding that hiring without face-to-face interviews is successful, and some recruiters who saw reduced demand at the pandemic’s outset are now surprisingly and happily noting an upswing in requests for services.

Debbie Fink-Bleile, vice president of business development for System One, a workforce solution company headquartered in Pittsburgh, has been recruiting candidates in engineering, information technology, finance, human resources and digital transformation for more than 21 years.

“Our company is a hands-on, face-to-face company,” she said. “Working from home is a big change for our recruiters. We are using more voice-to-voice communication with each other instead of e-mail.”

Fortunately, System One recruiters were already using tools such as Microsoft Teams to track projects, budgets and meetings. “Having these tools in place was beneficial as we moved to recruiting from our home offices,” Fink-Bleile said.

Because most of System One’s placements are in technical jobs, candidates are familiar with the technology used when working from home. “The majority of candidates have not met face to face with managers but through Skype, Zoom and Teams, and have accepted jobs to work offsite without issue or fear,” she said. Even onboarding has moved online.

Recruiting metrics show candidates’ uncertainty during the pandemic, and furloughs and layoffs are heightening the fear of taking new positions. “The number of candidates has doubled to find the right person for an opportunity,” Fink-Bleile said. “Recruiting time for a contract position was at a 48-hour submittal. Now it’s 72 hours. Permanent placements are definitely taking longer. Candidates are more hesitant to risk making a job change right now. Lower-level positions are the most challenging, experienced individuals are the most flexible, and Millennials seem to hold off longer for the perfect opportunity.”

Claire Kilbourne, SHRM-SCP, has been a recruiter for over 23 years, having spent the last five years at Armstrong World Industries in Lancaster, Pa. As a talent acquisition manager, she is responsible for salaried hiring in the Americas and college recruiting.

“The biggest change to our recruiting process has been the use of video platforms for interviews and onboarding,” she said. “We always used tools like Teams, Skype, Zoom and RingCentral. [But] now we use them almost exclusively. We have very limited in-person interviews except at our manufacturing plants.”

In some cases, new hires have not met with their managers in person. “It’s become a way of doing business,” Kilbourne said. “For our Lancaster campus, we are using a phased approach for people to return to the office, so there will be face-to-face meetings in the future.” New hires, employees and visitors adhere to safety protocols and local requirements that mandate social distancing, wearing face coverings and completing health self-assessments prior to arriving onsite.

“Candidates have been understanding and flexible—they respect what we are doing to keep everyone safe,” Kilbourne said.

The company’s college career fairs will also be virtual. “We are providing training to our college hiring teams to successfully navigate the virtual college world,” she added.

“We continue to track indicators that we feel most clearly define our hiring success,” Kilbourne continued. “Time-to-fill has been impacted. However, our overall candidate quality, as well as candidate, hiring manager and new-hire satisfaction measures have remained high.”

Anne Coyle is an executive recruiter with almost 20 years of experience. She has been with Russell Reynolds Associates for the past two years, recruiting senior-level positions such as presidents and deans for colleges and universities. 

“Recruiting in our new COVID-19 reality has changed the experience significantly,” she said. “Traditionally, our interactions with search committees were almost always in person. Despite the limits on travel and face-to-face meetings, recruiting is a top priority for our clients. Demand for leadership services is rapidly resuming, something we would not have ever predicted in the early months of COVID-19.”

In March, recruiting and hiring were deprioritized as university presidents dealt with positive COVID-19 tests, bringing students online, summer programs, faculty training and workforce safety. Now both candidates and employers are re-engaging. “The demand is highly unpredictable,” Coyle said.

She recently finished several searches in which the candidate never met the hiring manager in person. “A university president told me he wouldn’t hire someone he hadn’t met in person, looked directly in the eye or sealed the deal with [by] a handshake,” she said. “But he did. What’s important is developing trust between candidate and employer. Candidates are requesting more conversation and confidential information that requires signing nondisclosure agreements.”

About technology, Coyle said, “Zoom has saved the day. In the past, if a search committee held a remote interview, it was a large number of people around a table with a candidate who could barely see faces. Zoom feels up close and personal. I’m not sure we will ever go back to in-person first-round interviews.”

She added that people looking for new opportunities seem as interested as ever, and college presidents are depending on proactive recruiting efforts to ensure a strong candidate pool.

“This is a good time to be more reflective and deepen relationships with candidates,” Coyle said. “Use the time gained by not traveling to foster your long-term relationships.”

Recruitment Priorities For 2021; How are recruitment plans changing in light of the COVID-19 crisis?

The talent acquisition landscape has changed drastically in the COVID-19 era, with recruitment managers employing new strategies and setting new goals in the next 12 months.

Hiring in a pandemic has made work stressful for most recruiters (61%) as employers switch priorities in this climate, a new Jobvite survey of 800 recruiters and HR professionals revealed.

With one in three companies decreasing their headcount and slowing down hiring, recruiters no longer put as much focus on improving time-to-hire or growing their talent pipeline as they did in previous years when the talent market was tight.

Today, the most crucial hiring metric is the quality of hire. The fact that recruiters are struggling with a shortage of qualified candidates (58%) – particularly those who can help with business recovery efforts – proves this.

“Many of these shifts brought forth in 2020 will be here to stay, making it vital for recruiting teams to be equipped with the right systems, tools and channels to navigate this new reality and attract highly skilled talent,” said Jeffrey K. Rohrs, chief marketing officer of Jobvite.

Top five recruiting priorities in the next 12 months, according to Jobvite:

  1. Improving quality of hire (52%)
  2. Increasing retention rate (24%)
  3. Improving time-to-hire (23%)
  4. Growing talent pipeline (22%)
  5. Diversity hiring (22%)

Which application factors are most important to recruiters when considering a candidate?

  • Previous job experience (70%)
  • Employee referral (37%)
  • References (35%)

Organisations are counting on internal hires (36%) and employee referrals (29%) as their biggest sources of high-calibre talent outside of the traditional job boards (27%), and they are highlighting the following elements in their postings:

  • Benefits and healthcare offerings (54%)
  • Equal opportunity employment (48%)
  • Salary (42%)
  • Advancement opportunities (41%)
  • Flexibility in schedule or remote work (37%)
  • Perks (36%)

More than four in five recruiters (83%) believe their organisations are at least “somewhat effective”at enabling internal mobility, while three in five (62%) say at least a quarter of their job vacancies include internal talent in the candidate pool. Meanwhile, 71% of companies have employee referral programs, but 65% of respondents have yet to participate in them.

Reference & Sources

  1. Beth A. Klahre is a freelance writer from coastal North Carolina with previous leadership experience in global HR operations.
  2. Human Resources Director – HRD

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