The recruitment market is undeniably competitive. With so many agencies and recruiters vying for business, you need to show why you’re the recruiter they need. Invariably we find that employers have positions they need to fill right now (or even last week), so your ability to move quickly and recruit fast is essential.
‘Speed of hire’ is a key recruiting metric that companies look for when assessing recruiters.
What does your speed of hire say about you?
The importance of hiring for speed
An agency’s ability to find quality talent and hire quickly is paramount. By demonstrating that you’re able to offer an organized, timely solution, you’re more likely to win new business, retain existing clients and boost your reputation amongst candidates.
Below we’ve listed some of the key benefits of hiring for speed.
- Improve the quality of your talent pool – Top performers are in high demand. If you fail to act quickly, quality talent will either drop out of the process or be snapped up by counter offers. If you want to ensure that your client has a strong talent pool to choose from, you need to have a recruiting process that moves quickly and efficiently.
- Great for client satisfaction – By delivering what an employer needs quickly, you’ll leave a legacy of satisfied clients. You’ll also help clients to reduce loss of revenue by filling their open position sooner.
- Improve candidate experience and boost your reputation – By hiring quickly you simultaneously deliver a positive candidate experience. This will help to boost your reputation with candidates, making you the ‘go-to’ recruiter in their niche.
- Boost your clients’ employer brand – Providing a great candidate experience helps to boost your clients’ employer brand, giving them the edge over their competition.
- Keep the momentum going – When the hiring process is slow and clunky, it’s difficult to keep the momentum going between application, interview, acceptance, and on-boarding. By providing a smooth, well thought out recruitment process you’ll be able to deliver a quality experience for client and candidate.
Make no mistake, in times of talent shortages the old saying of “hire slow, fire fast” needs to be put to rest. With a diminishing talent pool, recruiters (and employers) need to move fast to secure top-tier talent.
Tips for increasing speed of hire
OK, so we all know that hiring quickly is important, but how do we actually do that? Being able to hire quickly all comes down to one thing – process! At TempWorks we’ve been helping agencies and recruiters improve their processes since the 90’s. Here are some of the key things that will help to increase your speed of hire.
- Client management
First and foremost, you need to make it easy for clients to communicate with you. Start by setting out a timeline that details each stage of the process, showing when you’ll need them to communicate with you or your team. By creating a customizable workflow, you’ll be able to eliminate any bottlenecks in the process, ensuring that you have the information or access to decision makers as and when you need them.
- Connect your business to the cloud
Staying connected via the cloud allows your recruiters to access the information they need while staying connected with their team, clients & candidates. Being able to access information on the go means they’re not having to wait until they’re back in the office before accessing the documents they need and progressing to the next stage of the hiring process. If you’re not already on the cloud, this step should be a priority towards improving your speed of hire.
- Write better job descriptions
To improve your speed to hire you’ll need to attract the candidates necessary to fill the position. To do so you’ll need to work closely with clients to write effective and compelling job descriptions. Vague descriptions can be off-putting to candidates, so it’s important that you work towards defining the role and its responsibilities.
An effective job description should include the following:
- A meaningful job title (avoid trendy titles and internal lingo)
- Where the role sits within the team and organization
- To whom the role reports to
- Key areas of responsibility
- Short, medium, and long-term objectives
- How and when success will be assessed
- Scope for progression
- Soft skills necessary to perform
- Location/travel requirements
- Salary range (would you apply for a job without a stated salary?)
- An honest description of the organization’s culture and identity
- Promote your own openings and make it easier for candidates to apply
A common mistake is to rely solely on external sites to promote your employment opportunities. By using your own site, you’ll be able to save on advertising costs and benefit from capturing candidate data without the need for additional data entry. You’ll also make it easier for candidates to search and apply for open positions, while speeding up the process of screening applications.
- Provide added value for your clients and candidates
Recruiting temporary workers requires increased admin for both parties – submitting time-sheets and exchanging contracts can really hold things up in the recruiting process. By providing the processes and software that can take care of any additional admin, you’ll make things easier for both parties and keep things moving along.