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How To Create An Efficient Hiring Process

 

Achieving an effective hiring process is difficult when you are working against the clock to fill an empty position.  However, finding the right person doesn’t happen instantly. Time is key during the hiring process and using recruiting technology can help pinpoint and track what is working and what can be improved.

 

Time-to-hire is how long it takes from the point a candidate responds to a listing to the point when they accept an offer. This time frame is used to measure how long the process takes and is crucial to know when assessing your process. Many applicant tracking systems help you track this and more.  This type of software can show you:

  • How long to expect for a position to be vacant
  • Where the bottlenecks are in your hiring process
  • How fast you can move when you do find a great candidate

You can easily calculate this metric by starting out with a timeline. Start from the day the job was posted to the day the offer was accepted. The number of days between those two is the time-to-hire for that candidate. More importantly, is your average. If you hired four people in the last 30 days at 14, 22, 25 & 36 days, your average time to hire is 24.25 days.

With this average, you can expect positions to be vacant for that amount of time. With this information you can change things that are in your control during the hiring process. You really cannot change how fast people apply or respond to your listing. However, you can change how fast it takes you to respond back with a time for an interview or even an offer.

By keeping the time frames short between interactions, you are more likely to keep a candidate engaged and interested in your position. This lessens the risk of losing a candidate during the hiring process.

Another thing to consider is your company branding and the information that is available about your company. The time between when a job listing goes live and a candidate submits an application, can be affected by how others view your company and what they know about it. Branding your company is in your control and will affect how candidates view you either as a desirable or undesirable place to work.

Your job posting should include a little bit about your company’s culture, personality, and company perks if there are any. This helps candidates get a better idea of what it would be like if they were to be hired. This perspective can help them decide if they should apply or not. It also communicates set expectations for candidates that may not be a good fit for those values or culture.

You deserve a recruitment process that is highly efficient and agile. Payroll Systems’ Applicant Tracking System is the tool you need to empower your company with top-notch talent.

Contact us to learn more about our HR and payroll solutions to complement ATS— from timekeeping systems with companion mobile app, physical clocks, and customized job costing and labor distribution reporting.

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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.