How long does it take your company to hire a new employee? More importantly, how long are new employees likely to stay aboard?
With today’s unemployment rates skirting an all-time low, and employees demanding more fulfilling work lives, finding the balance between speed and quality of hire presents quite the challenge. But it can be even more difficult when job candidates face a long-winded hiring process. In fact, it can be downright frustrating.
Today, hiring a new employee takes an average of 23 days, up from 13 days just a few years ago. And while there are many reasons employers don’t want to rush through the hiring process—e.g. they’ve fallen victim to the Perfect Fit Syndrome—moving at a snail’s pace runs the risk of losing great candidates along the way.
On the other hand, hiring an applicant too fast may result in an employee that truly isn’t a good fit for your company. And as Anya Beadry, director at ConvertiCulture points out, there is no refund policy if you wind up with a bad hire.
When you’re in need of top talent, the last thing your company wants to convey is a poor candidate experience, or to have to fire someone later on down the line. We talked to human resources experts to see how they streamline the hiring process—and why a little preparation goes a long way in recruiting and retaining employees.
Modernize Your Hiring Process
It’s no secret that the world of recruiting has changed. Just one problem: companies aren’t acting like it. Implementing a modern talent acquisition strategy is the only route to go, says Beadry.
Beadry suggests highlighting your company’s culture through social media, advertisements and open houses, in an effort to engage candidates in the business.
Other methods such as recruiting automation, virtual interviewing, and job portals that inform candidates about the position—but also allow them to opt out of the process—can also speed hiring and get you closer to the right candidate.
Says AJ Saleem, academic director at Suprex Tutors Houston:
Brad Stultz, a human resources coordinator at Totally Promotional, says the company turns to technology to expedite hiring:
By keeping the timeline succinct, the company was able to process applicants and new hires en masse with ease.
Prioritize the Pre-Screening Process
One of the most effective ways to streamline hiring is to get to know candidates before they move through the hiring pipeline. An easy way to do this is through employee referrals, says Gene Caballero, co-founder of GreenPal.
While recruiters should still take the time to research candidates on their own (especially in a passive candidate situation), Greta Sculz, president and CEO at Schulz Business, says they should also set aside time to pre-qualify a candidate.
Once a candidate has been pre-qualified and meets your internal criteria, the next step is to administer an assessment. This gives human resource managers a non-subjective look at their candidate. Anything else should be revealed in an interview, Schulz says.
With Interviews, Slow and Steady Wins the Race
Juli Smith, president at The Smith Consulting Group, has seen interview faux pas on both ends of the spectrum. She once had a client who was so intent on filling a job position that they prepared an offer and presented it to the candidate at the end of his first interview.
A separate client waited more than three weeks to respond to resume with an interview request. In both cases, the candidate’s interest fizzled and the companies were left empty-handed.
Smith compares the interview process to dating.
When you’re looking to fill a new position, don’t view it as simply filling a void. With the right amount of research, modern recruiting tools, and a streamlined approach to hiring, you might just land your next star employee.
