Time to hire measures how quickly you can select and hire the best candidate for a position. Therefore it is one of the most important metrics to measure efficiency and reduce hiring time. So it will help you identify areas for improvement.
But why is it such a crucial hiring metric? HR professionals. H H. Successful people control their hiring time because they know that if their hiring takes too long they will lose the best talent.
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The job market is very competitive, on average the best candidates stay on the market for only 10 days. What would happen if your selection process lasts 20, 30 or 40 days?
Also, the longer you take to fill a position, the higher the cost per hire. But, tracking and reducing time to hire isn't just about speeding up tasks. It's also about developing a more efficient process to hire the best candidate faster, but without skipping any important parts of the process.
Here we tell you 5 steps to reduce hiring time
1. Use your hiring data to improve
Talent acquisition software can automatically track and measure your hiring times. This will save you time and allow you to gain the knowledge that is important for hiring. By calculating your time to hire a candidate, you will be able to identify areas for improvement and take action.
Hire time tracking allows you to understand:
- How long does it take you to fill a position?
- How long does it take you to move candidates between each stage?
- Where do you stand compared to the standard time to hire in your industry?
Once you've answered these questions, you can identify your pain points and take steps to improve them.
2. Automate part of the process to reduce hiring time
One of the most time-consuming parts of recruitment is the initial screening. We know that some openings can receive hundreds of CVs and manual analysis of these is difficult and very often ineffective.
But, using AI-powered talent acquisition software speeds up the process, as the system automatically analyzes and filters resumes.
This way you can weed out unsuitable candidates automatically from the start of the hiring process. This will help you zero in on candidates who do fit your requirements.
3. Use pre-hire assessments
The pre-employment assessments, such as the cognitive ability test, the personality test and the competency tests, are a key part of an effective selection process.
Not only do they allow you to predict the ability and success of candidates in a given position, but they also allow you to advance faster and ensure the quality of candidates.
Using talent acquisition software with built-in, out-of-the-box pre-employment screenings makes it easier and faster to assess your candidates' true potential and look beyond the CV to find the perfect fit for a position.
4. Improve communication with candidates to reduce time to hire
Candidate communication is often one of the most frustrating aspects of the hiring process, not only does it affect the time it takes to hire someone, but it also negatively affects the overall candidate experience.
Using an automated email system is a great way to ensure effective communication with candidates with little effort. A talent acquisition software can offer you the ability to create and share within your team a set of email templates that you can customize and send in bulk.
5. Implement an interview booking program to reduce hiring time
Scheduling interviews can be a hassle for both you and your candidates, finding a time that's right for everyone involved often leads to days of email exchanges that delay the entire hiring process.
However, you can simplify interview scheduling from days to hours by using talent acquisition software with calendar integration, where you can send automated interview invitations to multiple candidates at once and let them choose a time. available from your schedule.
Hire time tracking should be used to improve your talent acquisition process rather than focusing on how to hire quickly, it's normal for some roles to take longer to fill than others.
So, when evaluating the duration of each recruitment process, what you need to identify is which aspects/tasks are not optimized and therefore are increasing the time it takes to find, evaluate and hire the best candidates.
However, speeding up the time to hire simply by being quick on the job can hinder the selection process and lead to lower quality candidates getting the job.