How Long is Your Hiring Process? My Guess, Too Long!

What’s the Hiring Hold Up?

Are you finding that your time-to-hire for vacant positions is growing longer and longer? You’re not alone. An article in the New York Times, Why Companies Are Taking Longer to Hire, reports the following:

  • On average, U.S. employers are taking 25 business days to fill vacant positions
  • Companies with 5,000 or more workers are taking as long as 58.1 business days
  • Job openings reached 4.7 million in June, 2014
  • Many employers have intensified pre-hire screenings
  • More courting of passive candidates is contributing to lag time
  • Recruiters have larger workloads and less time

So, what can companies do to improve time to hire?

Six steps to get you started

Jobvite, a leading recruiter for the web proposes you start with the following six steps to reduce the time to hire:

1. Streamline the process. Many companies have a separate process between hiring internally and externally, but having two hiring processes will double the hiring-time cycle. A more effective process would be to have the entire hiring cycle (internal and external) managed by a single point of contact (usually within talent acquisition).

2. Plan ahead: Know your hiring roles. Once you have a team to focus on recruiting, you must make sure they are well-trained. Define your recruitment team in advance, who is going to interview, what specific points will they cover, and how you will come together to exchange feedback.

3. Recruit constantly. The more people your funnel in, the more likely are you to get the right person for the job. If recruiting is truly of critical importance, use a fully-integrated social recruiting process. Getting a head start and having a funnel of ready applicants is the essential starting point. Make sure you have a process for making decisions quickly.

4. Think outside the box. Sometimes, a résumé isn’t the best indication of the right person for the job. Someone may look good on paper, but lacks the personality for the position. A person’s flexibility, hard-work ethic and willingness to learn will sometimes trump years of experience if the more seasoned worker is unwilling to grow.

5. Don’t cookie-cutter interviews. Many companies waste time on asking typical interview questions that could be applied to any job. Instead, try and immerse the candidate into a scenario that mirrors real life. For example, the candidate will be asked to work on a mini-problem with their future team members, or will be asked to present their boldest ideas to a panel. These scenarios allow the candidate to showcase their skills and approach to more than one person at a time in a manner that is concrete and highly transferable to the open role.

6. Focus on quality new hire training. Well-trained employees mean lower turnover rate. New employee orientation packets are important. They should include things like pertinent policies, harassment training and ergonomic training. An on-boarding process for all employees to help with acclimation is also key.

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