Don't be a Turkey this November: How to Reduce Time-to-Fill and Gobble Up Your Next Hire

Recruiting Tips
Friday, Nov 11, 2016
Don't be a Turkey this November: How to Reduce Time-to-Fill and Gobble Up Your Next Hire

Between promoting new positions, screening new candidates, and scheduling interviews, the hiring process can be lengthy. Finding the right candidate takes patience and time, but when roles stay vacant for too long, the costs can start to add up. In fact, employers estimate that, on average, they lose over $14,000 for every job that stays vacant for three months or longer.

In order to cut costs and save time, time-to-fill is an imperative metric modern recruiters need to account for at every stage of the hiring process. As the holidays approach and 2016 comes to an end, start thinking about how to get a jumpstart on hiring and pivot strategically to quickly fill those open roles for the new year.  Here are four tips to get you started.

1. Get Back to Basics 

Start from square one and take a look at your current postings to confirm you’re attracting qualified talent. Are your descriptions well-written? Are the expectations clear? Would you want to apply for the job you’re promoting? Sixty-nine percent of HR managers report that incorrect job descriptions result in wasted time on unqualified or irrelevant candidates. If written properly, your job descriptions can be used as an additional screening tool to weed out unqualified applicants. Write clearly and effectively, outlining the exact experience and qualities you’re looking for in a new hire.  This will ensure you stay on track and attract the best candidates, reducing your overall time-to-fill.

2. Make Proactive Recruiting a Priority 

As the landscape evolves, tactics and strategies for winning the war for talent are always changing. One change HR professionals will agree on is that recruitment as a whole is becoming more like marketing.  Advertising a company and new roles, similar to a marketing a product or service, is a strategic way to spark candidate interest and sign on top talent. Software, specifically CRM tools like iCIMS Connect, make advertising open positions easy by tapping into talent pools and connecting with passive candidates, increasing your chances of filling a position.  Seventy-seven percent of workers are either actively looking for a new position or would be willing to discuss a new opportunity, so it’s vital to nurture candidates, no matter their readiness, to keep your brand top of mind when new positions are available – you never know when they’ll finally take the plunge. 

3. Don’t Neglect Your Internal Network

Your newest additions might be closer than you think. Spread the word internally and take advantage of your employees’ networks for quality candidates– chances are they could be winners. In fact, 88 percent of employers rate employee referrals over all sources for quality of hire, as these employees are typically better cultural fits, assimilate faster, and stay with the company longer. The benefits of hiring an employee referral may also mean decreasing turnover rates, cost-per-hire and more.  Implementing an employee referral program and engaging your internal network is a simple way to reduce time-to-fill. Tools such as social distribution can also integrate with your employees’ social media profiles to publish and promote new positions automatically, potentially filling that open spot quicker than you imagined. 

4. Maximize Efficiency Wherever You Can

Save time and energy by streamlining simple, yet necessary, hiring hassles. Posting a new position? Share to multiple job boards with a single click of a button. Sending information to candidates? Engage and communicate through branded, automated communication tools to help speed up your hiring process. Whatever stage of recruiting you’re in, save time with tools and recruitment software so your recruiters can focus on the end goal: filling the position.  Investing in a talent acquisition suite can provide your team with the right set of tools they need to quickly fill open roles and transition candidates into happy new hires.