Hiring and retaining talent is one of the biggest challenges that businesses face. With younger generations consistently looking out for the next best opportunity, having a strong internal recruitment process isn’t just about finding a CV that ticks all of the boxes. It’s about assessing multiple technical and soft skills, as well as tapping into the motivations, goals and aspirations of every candidate that joins the business – regardless of experience level.
The average time to hire in the UK is 36 days looking at all industries and levels respectively, with Customer Service roles and Tech roles being the quickest to recruit for. That statistic is for one hire only, and with the fight for talent continuously rising, speed to hire is now becoming one of the most crucial metrics for internal Talent and HR teams to measure.
Of course, senior roles will naturally take longer to fill, however a lot of the issues that affect speed to hire are in fact operational, and the strategy behind a good recruitment process is two things: time management and a strong candidate network.
We’re going to tackle both of these areas so you can understand how to maximise your time, whilst also speeding up your internal recruitment process (without compensating on quality).
We’ve all been there – an email thread going back and forth desperately trying to schedule time in diaries, sucking up your time and if you don’t reply quick enough, losing you an opportunity to speak with an amazing candidate. A simple piece of technology such as Calendly can save you time (and help you take control of who you’re speaking to).
The features of Calendly are simple, you select the times and dates you are free to speak each week, connect it to your Gmail, Outlook or other email provider and voila! – it’s done.
You’re then provided with a private link that you can share within seconds with those who are trying to get your availability, giving them access to time slots that work for you.
If you then need to move the call for whatever reason, you can do this through your normal calendar without any disruptions. Imagine it takes you 5 minutes to organise each call. 10 calls a week equates to nearly an hour of wasted time; use simple, free technology to your advantage.
Although not every candidate will be successful in your recruitment process, it’s important to put placeholders into the diaries of both the hiring manager and the candidate, because let’s be honest – it’s easier to cancel a meeting than it is to book one!
If on average you have a three stage recruitment process, you want to gather availability for the weeks where each stage will happen, and where possible, book in the slots so candidates and hiring managers don’t have the opportunity to forget and make other arrangements. It also safeguards candidates in the early stages of a process from hastily accepting other job offers, as they will have clear communication as to when other interviews are happening.
Talent Acquisition is hard. Not only are you managing multiple recruitment processes at any one time, you are more often than not assigned with filling roles you don’t have a network in, which then requires you to spend even more time researching and shortlisting candidates in a space that you’re still learning about yourself. This can in turn lead to mis-hires, which costs businesses thousands in the long run.
Identifying the areas that you are confident you can deliver on gives you the opportunity to think about where to use an agency or interim TA specialist to partner with you. They will have deep knowledge on the technical and soft skills needed, and you can focus your time and energy into the roles you know you can fill with finesse!
If you’re working in a TA function within a business, chances are you’re there because the company you represent is actively hiring and consistently wanting to on-board high quality talent. Talent pooling, or ‘virtual benching’ as we like to call it at CloudRPO is a way to have candidates that you have pre-screened to hand, so when the role has been approved you don’t need to waste weeks of your time going to market.
Doing this requires a certain level of strategic planning, and regularly picking the brains of your hiring managers to understand what skill shortages they have and what their next key hire may look like. It’s up to you as a TA specialist to do this, and build relationships with candidates so you can directly impact how quickly your recruitment process will be.
Contractors are more expensive than permanent hires, but there’s a reason for that.
Having an interim placement offer support whilst you look for someone permanently can help you get a project started, and will be cheaper than hiring the wrong candidate and then having to find their replacement when things don’t work out. Build out a network of freelancers that you can call on to lay the foundations before you make the next hire.
Overall, if you’re able to focus on these 5 key areas, you will exponentially increase the amount of time you have to do other parts of your role. Remember, regardless of whether you have a strong brand or not – the way you handle your recruitment process can dramatically impact the quality of people you have on board. Put strategy and organisation at front of mind, and see how it transforms your process!