Since we got platforms like Kununu or Glassdoor - where employees not only rate their employer but also candidates rate their hiring processes - we know that the hiring process is part of the employer brand.
We want the candidate to have a transparent, fast and overall pleasing process. But a fast hiring process is not only about the employer brand or the candidate but also about every other person involved, cost-efficacy and - in the end - results. Fast hiring processes are often successful hiring processes. In this article you'll learn what can cause the hiring process to be slow and how to avoid such problems.
What can cause hiring processes to be slow?
Communication gaps: The hiring team is missing information about the role and therefore not sure if the candidate meets the requirements.
Not enough time available: The hiring team is overloaded with interviews and theretofore doesn't have time to return evaluations in time.
Too many Process-stages: Too many stages plus time gaps in between them slow the hiring process.
Rules delay offers being made: Some results and decisions need approvals of multiple people, which did not came in time.
What can be done internally to fast-track recruitment?
Empower recruiters with the right information: Your hiring team needs to have a in-depth understanding about the roles requirements and also should frequently be updated if the requirements change.
Install a specialized 'task force': Some roles (for example in tech) are more specific and harder to grasp. In these cases you should bring in people from different backgrounds to define the roles specific needs and challenges.
Create a clear road map for changes: Set up a road map with required steps and establish meetings and deadline to make sure you are effectively restructuring your hiring process.
How to streamline the hiring process for candidates:
Be mindful of a candidates time: Create a flexible but well-structured hiring process. Communicate your hiring steps to candidates, commit to giving feedback in 1-3 working days and give your applicants flexibility (for example for on-site days).
Swap take-home tests for real-time discussions: Verbal cases can promote more flexibility around candidates showcasing their skills. If you#d like to use a verbal case there need to be clear definitions of the expectations to the candidate, the interview structure and the preparation of candidates.
Leave time in each interview for questions of the candidate.
Schedule a call before the final round: Not only to let your candidate know about what to expect of the final hiring stages but also as an opportunity to get to know your candidate even better and connect.
Ensure candidates get quick responses.
Cut out repetitive assessments: Identify the purpose of every step in your hiring process and eliminate any redundant steps.
How to use employer brand to fast-track recruitment:
Think about work-life-balance benefits: Put value on fast, authentic processes and a high level of flexibility.
Build team specific brands with exciting features: Candidates are not only checking your company, but also it's product and brand (such as interesting tech stacks, speaking at big conferences, facing interesting challenges).
Building an employer brand and making sure you have an efficient, authentic and fast hiring process can be quite a demanding task. But once established you will surely see how much it was worth it, when your fast hiring track leads you to success.
Are you looking for help with evaluating and improving your hiring process? Would you like to know how you can effectively establish an employer brand?
Contact us for a non-binding discussion to discover how we can support you with developing your hiring process and enhancing your position in the recruiting market.