Every business needs to hire new workers from time to time. Even a company with the strongest workplace culture will ultimately lose employees. In some cases, a competitor could extend an offer; in other cases, a life event could warrant a career change or burnout could impair performance. More positively, a new business expansion could necessitate more workers.
Businesses may even need to replace employees with disciplinary issues, such as those prone to insubordination at work. Whatever the reason, companies will always need to hire workers. It is equally important to ensure that the hiring process is as efficient as possible.
This blog explores five ways businesses can make that happen. Read on to find out how professional recruiters increase hiring efficiency.
Strengthening Candidate Screening Processes
Recruitment is a process, which necessitates that valuable resources be expended on every applicant/candidate. However, with limited resources at their disposal, businesses cannot afford to waste time and money on irrelevant applicants or unsuitable candidates. Doing so, especially in high-volume recruitment models, quickly renders the entire process inefficient.
As such, one of the best ways to make recruiting more efficient is to invest in stronger screening protocols. Talent acquisition best practices can include a mix of automated screening systems and human involvement, depending on the size and nature of the business. The overall goal will always be to screen out unsuitable applicants so recruiters can dedicate more time to promising candidates.
Using Applicant Tracking Systems
Modern applicant tracking systems (ATS) are powerful tools that can help with any business hiring needs. These systems can help recruiters screen, track, and manage every applicant across a range of hiring channels. It is equally useful for both centralized and decentralized recruitment, helping recruiters not only keep track of applicants but also build a talent pipeline. Applicants that did not make it past the first round of hiring may still be useful resources for future roles.
ATS systems can also help reduce recruitment turnaround times since recruiters do not need to source a candidate from scratch – they may be able to fill open roles far more quickly by reaching out to former applicants that have already applied for a prior role.
Leveraging Technology to Access Remote Talent
Businesses have conventionally limited themselves to local or regional talent pools. But thanks to modern technology and homogenized roles, they may find it far more effective to source talent nationally, even globally. In a conventional workplace, this may not be sustainable since it would involve significant relocation and integration costs.
Remote working technology eliminates this challenge, however. Recruiters can, therefore, leverage the same technology to source, screen, and hire candidates from a much broader international talent pool.
Building Stronger Candidate Experiences
The overall candidate experience is one of the most important factors when it comes to successful hiring. It can make or break a successful hire, as candidates will decide to accept (or reject) an offer based on their initial impression of a potential employer. Their sense of the efficacy of the hiring process will also impact the employment relationship to follow.
With that always in mind, employers need to build a hiring process that prioritizes candidate experience and maximizes successes rendered during initial outreach and hiring efforts. Otherwise, they risk losing valuable candidates to competitors that offer a better candidate experience.
Trusting Experienced Third-Party Recruiters
Many employers feel their in-house recruiters can handle any and all hiring needs. In practical terms, however, this is an inefficient approach to hiring. In-house recruiters can indeed handle a wide range of talent needs, but there are often more specialized hiring needs that a third-party recruiter might often be better suited to fill.
Hiring technical talent could better be handled by an IT recruitment agency, for example, since in-house recruiters may lack an in-depth understanding of the necessary skills for a network engineer. Similarly, frequent temporary roles may be more efficiently filled by a local temp agency. A Pennsylvania-based company may find it more efficient to partner with the best temp agency in Pittsburgh than a general in-house recruiter.
Business challenges like inefficient hiring are not incurable. With the right approach, including the use of modern technology, reaching out to remote talent, and improving candidate experience, business recruiters can realize greater success with their hiring efforts.
Most importantly, employers must consider seeking help from professional recruiters for specialized talent needs, or even frequent temporary roles. The right approach can vary from business to business, but the best practices above can serve as useful starting points to build a stronger hiring process.