Naukri RMS

How to Reduce Time To Fill in Recruitment?

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Taking into consideration the stringent competition for top quality candidates in the current employment market, filling vacant job positions has become a herculean task for most organizations. Apart from losing valuable resources, businesses globally are facing a serious productivity loss owing to the dearth of talented job applicants. Being one of the most essential hiring metrics, the majority of talent acquisition leaders agree to the fact that time-to-fill can significantly impact the overall effectiveness of the recruitment process. This is why boosting the speed of hire is as important as sourcing highly skilled candidates. Nonetheless, it is true that manual HR tasks make it extremely tough for recruiters to focus on fulfilling important business goals. But thanks to the advent of new-age recruiting technology, HR professionals can now streamline monotonous hiring activities and dedicate time to key organizational tasks that actually matter. Listed below are the 6 most effective tips that will help recruiters to simplify their application process and improve time-to-fill so that they can produce stellar results in an instant.

6 effective tips to attract skilled candidates and speed up the recruitment process

One cannot deny that recruiters nowadays find it extremely challenging to hire and retain well-qualified candidates as the war for talent is getting fiercer with every passing day. However, the good news is that the effective utilization of the latest technology can be really useful for connecting with the best prospects. Let us quickly take a look at 6 recruiting practices that can help you make the job application process less complex and improve time to fill simultaneously.

Create a better candidate experience for strengthening the employer brand

Recruiters must understand that a poor candidate experience can deter top industry talent from applying and hence, this can be detrimental to a company’s success. A job application process that is extremely time-consuming and tedious is likely to be abandoned by most applicants. For this reason, you should keep the application short and only seek important information from candidates. Utilize digital tools to make sure that that your application page does not take ages to load. Other than this, you must also send follow-up emails to job candidates upon successful submission of their applications. While it is good to automate most aspects of the application process, you should never completely remove human interaction. Also, see to it that you foster strong personal connections with prospective applicants and provide them with a superb experience 24*7.

Write better job descriptions to encourage more prospects to apply

There is no doubt that job descriptions are an integral aspect of the application process as they can either attract or deter talented candidates. Make certain that you choose the right words to make your job descriptions appealing to read. Include all the essential details such as needed skill set, educational qualifications, job role requirements, annual compensation etc. More importantly, ensure that your job descriptions do not have any biased language. Always make use of gender inclusive language to drive significant responses from both male and female applicants.

Make use of a recruitment solution to amp up the overall talent acquisition efficiency

The most effective way to amp up the overall talent acquisition efficiency is to make use of a modern recruitment solution which is equipped with all the vital features requisite for improving the application process. From tracking prospective candidates to leveraging core data insights for making strategic HR decisions, hiring technology possesses the potential to optimize the recruitment process from start to finish. Recruiters can employ digital recruitment tools for automating a number of time-consuming tasks like scanning resumes, forwarding personalized emails, scheduling interviews with prospects, etc. Above all, the present-day HR technology can also be used for running and tracking the progress of recruitment marketing campaigns. The greatest advantage of utilizing a recruitment software is that it can work wonders for increasing organizational efficiency, thereby helping recruiters attain the desired hiring results with minimal effort.

Provide timely responses to applicants’ queries

Many times, candidates are unable to find the answer to their queries on the FAQ section of your career website. In order to prevent such applicants from abandoning the job application process, recruiters must provide them with a good solution to their problem at the earliest possible time frame. Since manually answering questions around the clock can prove to be extremely burdensome for HR professionals, the best option is to leverage AI-powered virtual recruiting chatbots that will interact with applicants in real-time and provide timely responses to their queries whenever the need arises.

Make sure your application process is well-optimized for mobile devices

Unlike in the past, there are multitudes of applicants who prefer completing the application process on their mobiles as they find it more convenient. Besides simplifying your application process for computer users, you must also optimize it for mobile phones and similar devices. Once you make it easier for applicants to apply to open job positions on their mobile phones, you will be able to get in touch with the best talent in the current hyper-competitive labor market instantly.

Eliminate unsuitable candidates with pre-screening assessment tools

Applicants who do not hold the required educational qualifications and work experience must be weeded out in the initial stages of the talent acquisition process. To give an instance, if a particular job role demands certain soft skills, recruiters must test candidates for the same. This can be done easily with the help of pre-screening assessment tools. By conducting such assessments, HR managers can identify and eliminate incompetent individuals without difficulty.

Without a doubt, talent shortage is one of the top emerging risks that is being faced by a large number of companies across the world. Human resources personnel are consistently striving to attract top-notch talent by delivering an exceptional candidate experience with the help of modern HR tech tools that are driven by Artificial Intelligence. Lastly, make certain that you assess your business needs before buying an advanced user-friendly recruitment software to simplify your application process and hire qualified applicants faster.

how-to-measure-recruitment-efficiency
Saurabh Tyagi

How to Measure Recruitment Efficiency in 2019?

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Success of a business requires constant measurement of efforts and analysis of strategies. When assessing the success of recruitment process, there are multiple metrics to be measured. Some metrics describe the efficiency and speed of the hiring process while others are focused on quality. But which metrics you should measure to what effect depends on your organization and objective. In 2019, when every step of the recruitment process has evolved with the help of latest technology, measuring recruitment efficiency is a lot easier and important.

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how-to-reduce-recruitment-costs
Naukri RMS

Reducing Cost per Hire: 5 Cost Effective Recruitment Strategies

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Hiring not only takes time but is also one of the major overall expenses of any organization. While spending money to hire new candidates is justified, making sure that the talent acquisition process is cost effective is one of the biggest responsibilities that recruiters and CHROs have consider over the course of their career. So what steps can help a TA manager contain the recruiting costs without sacrificing the quality of talent being hired? Let’s examine.

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How to measure quality of hire
Saurabh Tyagi

How to Measure the Quality of Hire?

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When we had earlier talked about top recruitment metrics, Quality of Hire was right at the top of the discussion. While most ATS and recruitment software claim to make the recruitment process more efficient, the ultimate focus should be on hiring the best possible candidates because that will have a greater impact on the final bottomline. Therefore, it is essential to understand what exactly quality of hire is and how recruiters can measure it consistently.

  1. What does Quality of Hire mean?
  2. Why is Quality of Hire important?
  3. How to measure Quality of Hire?

What does Quality of Hire mean?

Quality of Hire tracks the value that new employees bring to the organization, how productive and proactive they are and how well they fit in the cultural fabric of the company. A hiring manager is now more of a strategic partner within the organization and as a result, there is more focus on the measurable benefits that recruitment can bring to the business. Therefore, quality of hire has now become one of the most important recruitment metrics and also one of the toughest to measure.

(Also Read: Top 5 Recruitment Metrics That Matter)

 

Why is Quality of Hire important?

People are the most important asset of an organization. Therefore, getting the best people to work for you is not an option, but a prerequisite for any organization’s success. At the end of the day, it’s not the strategies that do the magic; it’s the people who execute them. This is why your employees can prove to be your biggest competitive advantage. At the end of the year when you spell out the sales figures never forget that it’s your employees who made it all possible.

Companies that win are often those that invest in building a strong workforce. Such organizations make sure they hire only the top quality candidates for any role. Their recruitment strategy is centered on improving their quality of hire because a bad hire can not only prove to be wastage of financial resources but also have detrimental impact on overall performance of the team.

Read more about the perils of making a bad hire here:

How to measure quality of hire?

Measuring quality of hire is no simple task as each organization and within each company; individual teams define value and performance differently. According to experts, it is an elusive metric and companies are still evolving, with companies testing out different methods to come up with their version of quality of hire. In other words, we cannot fit this metric in a straightjacket because in the end it all depends on the businesses’ priority. Quality of Hire depends on some factors such as employee performance, retention, productivity, impact on business bottomline, and employee turnover although these are not quality-of-hire measures by themselves.

 

(Also Read: How To Measure Candidate Experience?)

Some of the ways in which you can measure quality of hire in your organization are:

Conduct Hiring Manager Satisfaction Survey to gauge quality of recruits

The easiest way to gauge quality of hire is to ask the hiring managers through a periodic survey their satisfaction level regarding the performance of employee. This method is quite popular as getting data from hiring managers is not that tough. Also, the survey can be conducted regularly. However, there are some drawbacks to this method as hiring managers can be quite subjective in their response. Instead of approaching the survey objectively, they might be influenced by emotional and other human factors while judging the new hire. Besides, many hiring managers would avoid filling long surveys and especially HMs who have made 10 requisitions wouldn’t certainly want to fill out 10 surveys.

Measure Quality of Hire through Performance Reviews

If your company has a comprehensive performance review process in place, it can provide an accurate and objective measure of the quality of hire made. Comparisons of the new hires with your consistent high performers can be pretty effective to gauge their quality. Linking the new hires with performance metrics such as achieving a certain objective/target within a limited period of time is also quite popular. Whether it is selling certain number of units, acquiring new customers or achieving certain level of customer satisfaction, all these are measurable goals which can provide an accurate picture of the quality of new hire. However, this method will only work if the company is good at measuring performance and doesn’t set unrealistic goals for employees.

(Also Read: How to Improve Recruitment and Selection Process?)

Use Retention and turnover to measure Quality of Hire

According to LinkedIn, 48% of companies use Turnover and retention metrics to measure quality of hire. Retention rates tell how many employees found the company as the right fit and therefore chose to stay on. However, the retention rate applies to overall organization and therefore they can’t be used to find individual quality of hire. Also, retention rate is more often than not influenced by the manager, the onboarding process and the quality of workplace. This is why we cannot take it as a reliable metric for measuring hire quality.

Predicting Quality of Hire through Pre-hire quality assessments

All the points discussed earlier are for measuring post-hire Quality of hire. These are long-term methods and can be used to establish a company standard for measuring this metric.  However, with pre-hire tests and assessments in place, we can quickly gauge how successful the candidate will be, if hired. Lou Adler, the founder of The Lou Adler Group, a talent consultancy firm has created a unique talent scorecard that helps predict QoH. Using a mix of these strategies will help you get a fair idea of the quality of hire.