HOW TO SPEEDUP YOURRECRUITINGPROCESS TOHIRE TOPTALENT

The time it takes to hire new employees has increaseddramatically in recent years. According to research, the

average interview process takes 23 days, up from 13days just four years ago. But even as the hiring processincreases, top candidates still expect the interview and

decision-making process to move quickly.

Talented candidates know their skills are in-demand and won’twait around for months for a decision has been made. Instead of

losing out on top candidates, make sure current your hiringprocess is updated and efficient with these 6 tips.

FIRST CANDIDATE INTERACTION

Nothing is more frustrating to jobseekers than applying to a job and nothearing anything back from the hiring

manager. It leaves the candidate with abad impression of both the HRdepartment and the company.

Instead of waiting weeks or even months to reach out tocandidates, you can set up a simple auto responder when a

candidate applies letting them know you received theirapplication. It can be difficult to respond to individualcandidates when you receive a ton of applies, but the

alternative is losing out on potentially great candidates.

USE SOCIAL MEDIA TOMOVE QUICKLY

In today’s world, people expectinstant gratification and are

constantly connected to theirphones and social media. As ahiring manager, you can either

embrace this way of thinking anduse it to your advantage, or you

can reject it and miss out onsome great candidates.

One way you can embrace this constantly connectedsociety is to have an active recruiting presence on social

media. Since many candidates use social media to searchfor jobs and research companies they’re interested in, it isextremely beneficial for HR professionals to connect with

potential candidates on that platform.

SCHEDULE MULTI-STEP INTERVIEWSCLOSE TOGETHER

Another way your hiring processcan be slowed down is when

interviews are scheduled too farapart. Even if you’re able to quicklyschedule an initial interview, if you

wait too long before the nextinterview the candidate can loseinterest or accept another job in

the meantime.

One way to get the interviewprocess moving is to do an initial

phone interview to gauge acandidate’s interest and

qualifications. Then you canschedule a follow-up phoneinterview for the next day to

speak more in depth about jobrequirements and duties. If the

candidate is still excited about theposition, then immediately

schedule them for the first in-person interview.

USE TECHNOLOGY TO YOUR ADVANTAGE

There are many HR technologies available tocompanies, but one of the most important tools

you can use is an Applicant Tracking System. Notonly does an ATS help you manage potential

candidates, you can also set up auto respondersevery time a candidate replies. You no longer have

to waste time responding to candidates as theyapply, the system can do it for you. The only

caveat is that you should make sure to set upcustomized responses. If your emails look to

generic then it will defeat the purpose.

COLLECT REFERENCES IN ADVANCE

When a candidate is moving through theprocess and about to have their final

interview, start verifying their references. Ifall goes well in the final interview, you willalready have references completed and be

able to extend an offer to the candidatequickly. Saving time by tracking down and

speaking to references in advance can be thedifference between a candidate accepting

your offer and accepting another company’soffer that was extended days earlier.

SCHEDULE A TIMELYDECISION MEETING

A decision meeting should be scheduled immediately aftera candidate completes multiple interviews with various

professionals and executives at your company. The longeryou wait to schedule this meeting, the harder it will be toget all of the interviewers together and you may forget

important details from the interview.

If you’re not having success with your currentrecruiting process, reach out to Naviga today for

assistance: 866-487-4156