When it comes to hiring today, you need to move quickly. In-demand candidates aren't likely to stick around for long before they're snapped up by competitors. So how can you speed up your hiring process when you're already lean? Try eliminating these common time wasters from your hiring process.
Time waster #1: irrelevant job titles
Advertising for a “sales rock star” or “software ninja” may seem like a way to stand out from other companies, but it actually makes it harder for candidates to find your job posting. The problem with using unique job titles is they seldom match candidates' search terms. Optimize your job titles for how job seekers search and save the fun, creative stuff for the description itself. The right keywords will also serve to optimize your job posting for search engines like Google.
Time waster #2: vague job descriptions
Writing comprehensive job descriptions can be a bit time-consuming (unless you're using CareerBuilder's AI Job Posting tool, that is!); however, the more time you invest writing out thorough and specific job descriptions, the more time you'll save later on. The more detailed you are about the scope of the job, its responsibilities and the skills and experience required for it, the more likely candidates are to weed themselves out. Make it your goal to stop swimming in a sea of resumes from unqualified applicants.
Time waster #3: third-round interviews and beyond
Sure, if you’re hiring for a leadership position, it makes sense to do multiple rounds of interviews. However, putting candidates for entry- or mid-level positions through third- or fourth-round interviews is often just an excuse to delay making a hiring decision. Not only is this a waste of both your time and theirs, but you may lose quality candidates to a competitor in such a lengthy process. If the goal of having many interviews is to allow candidates to meet multiple team members, consider a well-planned group interview to save time and unnecessary frustration.
Time waster #4: using outdated technology (or no technology)
Talent acquisition technology has become a necessity in today’s competitive recruitment landscape, no matter how good your recruiters may be. After all, “Your recruiters can only do so much – you need technology in place that can automatically facilitate communication with and re-engage candidates when your recruiters aren’t able to,” writes Tim Sackett in “6 ways to maximize your recruitment spend.”
The right tools can help you save time on posting jobs, searching resumes, managing candidates and re-engagement. Take some time to evaluate your own recruitment technology. Where is it falling short of meeting your needs? What more could you accomplish with more automation? Ask your recruiters what their biggest challenges are and what recruitment tools will help them do their job better?
Don’t just look internally, either. Consider the candidate experience. Is your career site hard to navigate and in need of an update? Is the online application process clunky? The more you streamline the application process and make it easier on candidates, the faster you can bring them into your organization – before you lose them to competitors.