by _comunica2punto0

#marketing Your 7 Ways to Reduce Average Time to Hire

In Marketing on 5 enero, 2017 at 18:06

Your 7 Ways to Reduce Average Time to Hire

The candidate market can be unforgiving, especially as it relates to average time to hire. In this highly competitive market you can lose great candidates with a lengthy hiring process. In many cases, companies are challenged to shave days and weeks off of their hiring process so they can hire the best talent in the market.

The national average time to hire is 28 days with some positions remaining open as long as three months. If you could put some strategies in place to shorten the national average, you could lock in some great talent before they are stolen away by your competitors! Here are some tips to consider as you work to hire faster:

1.) Have a Clear Process in Place

Slow hiring processes allow multiple factors to introduce themselves. More job opportunities become available to candidates, more recruiters approach them, and more situations in their lives change. Essentially, time works against you the longer you take to decide.

That is why clear processes are essential as you reduce average time to hire. Having a step by step process that everyone is aware of, and follows, will allow your hiring to move along quickly instead of stalling due to uncertainty. Basically, when anyone on your team hesitates, it empowers the competition to lure in your best prospects.

One strategy that alleviates the confusion is a recruiting process map. A recruiting process map defines what is expected from the usual hiring process, creating a flow chart to direct actions in the requisition, sourcing, interviewing, and onboarding stages of a hire. The layout and steps will vary between businesses, but at the nucleus of every successful hire are clear and straightforward processes from the start.

2.) Determine Key Decision Makers

Most companies have evident hierarchies. However, ask people who makes the final hiring decisions and you’ll get vague responses. Everyone from project managers to C-suite executives want to give their input. Operating under false assumptions about who calls the final shots hampers the process, even if your staff has been following your recruiting process map with fleet-footed efficiency.

Companies that reduce average time to hire across positions define who is managing certain responsibilities upfront:

  • Who decides on and approves job requirements?
  • Who is the primary point of contact for any recruiters?
  • Who conducts the interview?
  • Who makes the final call?

3.) Involve Decision Makers Early

Even if decision makers aren’t integral until later, they need to be involved early. Keeping them apprised of which candidates are in the mix, and why they are contenders keeps decision makers up-to-date. If they are only involved at the end there may be lots of questions and second-guessing about the finalists. Communicating potential candidate strengths and weaknesses will help the final interviewers further assess the qualifications with more specific purpose. Otherwise, evaluations and job offers might be sluggish, allowing candidates to consider their alternatives.

4.) Limit Testing

Sometimes companies are slow to hire because they are worried about a bad hire. They want to hold out for the perfect candidate and fail to hire anyone in the process. They want to ensure that candidates have been truthful about their actual skills. However, the impulse to test candidates until all fears are extinguished does more harm than good.

A better method would be to determine what the candidate will be doing in the role day to day and then assess the experiences they have already acquired and will bring to the table. Sheer testing of skills could sometimes limit candidates that have great experience and can do the job despite not testing well in one particular skill.

As an alternative, companies use a combination of a candidate’s GitHub contributions and the responses from their references to gauge the accuracy of technical skills.

5.) Keep in Constant Communication

The average candidate is bombarded by offers. Various recruiters and hiring managers are all competing for the same exceptional people. Odds are good that your candidate is investigating several opportunities at once.

Since there’s no way to eliminate the possibility of other offers, successful companies make their own offers appear more tangible. By keeping in regular contact with candidates, you build confidence that there is a figurative pot of gold at the end of the rainbow. That lowers the amount of fall offs, limiting the amount of time and effort that goes to waste.

6.) Be Willing to Act

This is an all too common mistake. Companies find a candidate that they like, who matches their technical and interpersonal requirements, but get hung up on the possibilities. What if the absolute perfect candidate is still out there? As they wait for that anomaly, they lose an otherwise amazing candidate in the process.

Do not be afraid of losing what you don’t have. In a competitive market, finding one available IT genius is hard enough. Waiting for another to appear is a risk most companies aren’t equipped to take. The growing length of time for the average hire is proof enough.

7.) Use Staffing Firms Reduce Average Time to Hire

The hiring process takes full-time focus. Finding exceptional candidates is not just a passive process where you can cast out a line and hope for the best. Technical staffing firms provide the advantage of a full-time staff that can search for and screen candidates until they find platinum examples.

via Business Articles | Business 2 Community http://ift.tt/2iFoS14

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