Everybody wants to increase the speed of their hiring process. But this cannot come at the cost of compromising on hiring quality. In fact, great candidates do not stay on the job market for long. Delaying the hiring process can also increase recruitment expenses and costs associated with understaffed teams, such as productivity slumps and employee burnout. However, the job is not any easier for recruiters. They are often burdened with a high volume of resumes as candidates can now apply to jobs with so much ease.
Streamlining your hiring process by analyzing what works well, which areas are causing delays, what can be automated, and how many resources are required is imperative. Optimizing your hiring workflow, diversifying your sourcing approach, establishing your employer brand, and standardizing your talent selection methods can save your organization a lot of time, money and improve hire quality.
These ten mistakes can delay your hiring campaigns and cost your organization money:
No clarity in the requirements of the role
It is important that all the stakeholders collaborate effectively and are on the same page while making a hiring decision. The recruitment team is entitled to fully understand the qualifications and skillsets required for the role and find the right fit for the organization. The hiring process needs to be transparent to all the people involved so that there is no discordance in decision-making.
Lack of structure
Poor planning and communication is one of the main reasons for hiring delays. It is crucial to map out the entire recruitment framework along with specific deadlines so that you can reprioritize resources, minimize workload and remove process inefficiencies. In addition, reorganizing the information shared with stakeholders can help expedite the selection process. Using recruitment software can be a tool to impart structure into your hiring process.
Not correctly articulating the job description
Giving a job title and listing a set of preferred qualifications is not enough. It can be beneficial to include all the aspects of what the job involves on a day to day basis and add the soft and hard skills required for the job. Your job description can also be a great place to introduce your employer brand. This includes information about your employee offerings, rewards, benefits, and culture. A well-crafted description can help applicants understand if they will be right for your company and can improve applicant quality.
Not creating a talent pipeline
When there is a vacancy, having a talent pipeline gives you a good set of candidates to reach out to first. You can build a talent pipeline by getting high quality candidates from data providers. In addition, having an employee referral scheme can ensure a constant influx of high quality applications. Foster a relationship with top performers by nurturing them with value-based content, personalized messages and share the company’s culture, values, and milestones.
Poor talent sourcing
Be more smart about where you post your job ads by analyzing where you are getting the most high quality candidates. Automate job board posting and reduce the time and resources spent on posting vacancies and monitoring them. Source candidates from diversified backgrounds, and don’t be scared to find candidates through unconventional sourcing strategies.
Long application process
It is prudent to avoid a long application process as it increases candidate drop off rates. Candidates want to apply for jobs in the easiest way possible, preferably through their smartphones. Features like LinkedIn Easy Apply can be very helpful in facilitating this. Maintaining a vibrant careers page and avoiding communication delays makes this more efficient.
Not pre-screening or assessing candidates
Shortlisting candidates before they reach the interview stage can save you plenty of time. Using resume filters and Zoho Recruit’s assessment feature makes this process simple and straightforward. Assessments can give you an objective view of a candidate’s attitude, behavior, and abilities. Ideally, every candidate who reaches the interview stage should be a perfect fit for the job.
Interview Delays
Finding a common time for both the interviewer and interviewee is extremely difficult. Self-scheduling software can make this easy by enabling candidates to choose their preferred timing based on the interviewer’s availability. Remote interviews have become extremely convenient as they save on traveling time.
Check out Zoho Recruit’s video interview feature
Unclear decision-making
Choosing the right candidate is often clouded with ‘gut feelings’ and unconscious bias. A decision-making checklist can help you be more objective and make this process simple. Zoho Recruit’s ‘interview scorecard’ feature enables interviewers to rank candidates based on their overall evaluation along with a comment about the interview.
Not using automation tools
Administrative tasks and paperwork can be easily automated and can save you and your team plenty of time. A recruitment software can help you screen resumes, organize candidate data, send emails, and schedule interviews. Zoho Recruit, even has AI chatbots to address candidate queries during times when your team isn’t available to respond.
Wrapping up
The recruitment process cannot be rushed through as you will want to find a candidate who will add value to your organization. But, it can be made more efficient by analyzing and removing setbacks. Using a data-driven approach and analyzing which steps are consuming the most time can help you find ways to simplify it and help you make better placements faster.
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