The vast majority of employers using an ATS (86 percent) say that technology has made their hiring more efficient, and 79 percent report significant improvement in the time it takes to fill positions. Any candidate management system you choose should be doing the heavy lifting for you — adding time back in your day by filling positions faster than before.
Take a minute to evaluate whether your ATS checks these boxes, so you can be on your way to making the best hires in the least amount of time.
You should be able to alter your strategy based on data. Does your technology possess reporting and analytical capabilities? The first step to speeding up time-to-hire is to make sure you have a strategy in place and are constantly adjusting it based on real-time data.
Your ATS should be able to integrate with other systems. One in 4 HR managers say they spend five hours or more logging in and out of systems to source candidates for one job, according to CareerBuilder research. Sound familiar? Multiply that by the number of jobs you have to fill. How much time are you wasting by logging in and out of disparate systems that don’t talk to each other? In order to have a seamless recruitment experience, you need to have better product/system integration so you can make your hires faster and more efficiently.
You should have the ability to create multiple workflows. If your company has diverse business units and job openings, your ATS should be able to map out various paths for the different hiring processes so you won’t have to waste time with unnecessary steps. Being able to configure and tailor your unique recruiting workflows to match the requirements you’ve set for your candidate can save a lot of time. For instance, if you’re trying to hire a software engineer, you can add a step to the interview process requiring the interviewer to give the candidate an on-the-spot coding test. If you’re hiring a customer service representative, on the other hand, you may choose to have a shorter workflow.
You should have an easy way to keep candidates engaged. More than 8 in 10 job seekers say that employers continuously communicating status updates to them would greatly improve their overall experience, according to CareerBuilder’s 2017 Candidate Experience Study. One of the best and easiest ways to keep the lines of communication flowing and keep candidates engaged is via email. Make sure your technology allows you to target specific candidates and then analyze email performance so you can deliver the right messaging to the right people at the right time — thereby speeding up your time-to-hire.
You should be able to automate mundane tasks. Scheduling interviews with candidates, for instance, is an essential albeit tedious task. Who has endless time in the day for back-and-forths to align schedules and find the perfect window of availability? Recruiters only have a limited amount of time in the day; automating such tasks — with an interview scheduler, in this case — helps them reallocate their time wisely so they can focus on more strategic tasks.
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