How recruitment businesses can help reduce the time-to-hire

One of the most common complaints related to recruitment is the time-to-hire. Recruitment businesses have a number of external factors to contend with in relation to this, including the internal processes of clients, as well as a broader anxiety around Brexit, making candidates reluctant to change roles and European candidates harder to attract than ever before.

It’s for these reasons that recruiters are forced to look inwards at their own practices to find ways to help reduce the time-to-hire. We take a look at some of the ways that recruiters are changing their operations in order to place the right candidates at the right time.

Sourcing automation tools

With the best candidates estimated to be on the market for just 10 days, it’s vital that recruiters are quick off the mark when it comes to screening and shortlisting. However, that’s easy to say when you don’t have to sift through hundreds, if not thousands, of applications for every advertised role.

Luckily, there are intelligent AI solutions that are able to learn the requirements of the job and find the right candidates based on keywords and phrases. Some are even able to mine your existing CV database to find previous candidates that best match the role, meaning recruiters no longer have to spend valuable days sifting through mountains of applications.

Interview automation tools

Data from iCIMS claims that interviewing takes up 23% of hiring time. Although interviewing is a necessary part of the recruitment process, recruiters can help speed things up by using outreach automation tools that automatically send interview requests to those candidates it deems as a good match. Not only this, some outreach tools integrate with major email and calendar providers to send out time and date requests to candidates and clients. For recruiters looking to save even more time, online interviewing software can conduct candidate interviews anytime, anywhere.

Reporting and analysis

How long do your recruiters need to fill a particular vacancy? How much time should be allowed for face-to-face or telephone interviews? How long do clients take to make a decision? This is all information your recruitment business holds, but there are tools that will collate it and provide the results in a report that can be used to measure performance and as a basis to make business critical decisions that help you operate more efficiently.

Before recruiters wonder whether such tools will lead to a first-class ticket to the unemployment office, it’s worth considering what they are able to do with the time that this technology frees up. Yes, software might shortlist candidates and even schedule interviews, but it provides recruiters with the opportunity to spend time coaching those shortlisted candidates as well as speaking to clients about specific requirements for a role. All in all, providing exceptional levels of service that will set them apart from the competition.

If you want to find out more about our FastTrack360 cloud software that allows recruiters to streamline processes, contact our team today.

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