There are many reasons why a recruiter may want to streamline their recruitment processes. Firstly, it makes your life easier as a recruiter if you simplify your processes. When your processes are streamlined, your candidates have a better experience during the recruitment process. Therefore, they are more likely to want to join or work with your organisation. Recruitment is highly competitive, and whether you are an in-house recruiter or recruitment consultant in an agency, the more streamlined your processes are, the more efficient you will become.
There are some effective methods which can be used to streamline your recruitment processes.
1. Design Strategies and Processes
The initial reaction to having a job opportunity to work on is to advertise it on every portal possible. However, this is usually not the most efficient way of recruiting. It is better to design strategies and processes that are determined by the type of role you are working on. For instance, ensuring that it is only publicised in places where you are likely to find relevant candidates, rather than on a portal that will cause you to be inundated with applications. A targeted approach is much more effective than just hoping for the best, and it can cause you to waste a lot of your precious time, with any results. Some candidates will apply for jobs they are not qualified or experienced in and this can be quite a bugbear when screening CVs.
2. Clear and Concise Job Descriptions
You can save yourself a lot of time and effort at the start of the recruitment process by ensuring you have clear and concise job descriptions. As an internal recruiter, holding a meeting with the hiring manager at the beginning can help you to ensure your job description is as detailed as possible. Even simple queries candidates might ask, like whether there is overtime or how long they get for lunch. Create a checklist and make sure you incorporate it into your job description to make the process much quicker.
3. Automate Admin Tasks
Admin tasks can take up a huge portion of a recruiter’s day, especially if dealing with high volume recruitment. An increasing number of recruiters are turning to ATS’s to automate their admin tasks, for instance, screening candidates using keywords to save time in sifting through CVS. CRM’s are also used for the purpose of creating a pool of candidates to be utilised whenever there is a role to be filled. Technology is vital these days, especially in recruitment and it can make a world of difference in streamlining your processes and saving time. Investing in technology is worthwhile, and if you are not doing it, you are more likely to get left behind the competition.
4. Nurture Relationships
The role of a recruiter often turns into one that is based more on administration tasks than nurturing relationships with candidates and clients. However, the better you manage these relationships, the easier recruitment becomes. When you build good relationships with your clients, they are more likely to be loyal to you, which means that you will get repeat business from them. A strong relationship with candidates also gives you reliability when you need to fill roles, and they are also more likely to refer others to you. They are less likely to let you down if they feel they have built a connection.
5. Make Prompt Decisions
It is not as easy to do this as a recruitment consultant within a recruitment agency but making prompt decisions can help streamline your recruitment processes. For instance, having a set turnaround from interview to offer or feedback, and agreeing to this with the client, in writing. The whole recruitment process falls when candidates are failing to receive feedback quickly, and not only does this cause you more time and hassle when trying to respond to all the queries, it can also be damaging for your reputation.
6. Automated Responses
It is vital that candidates have an enjoyable journey throughout the recruitment process, and it can be time-consuming responding to queries. Your ATS system may allow you to create personalised messages to send to candidates, but what about all those LinkedIn messages and emails. It is worth creating templates to respond to candidates quickly. For instance, an email to thank them for contacting you, and that you will get back to them within 48 hours, and a template you can send for issuing feedback on the application. These simple actions can make an impact on the time you spend on small tasks that can really make a difference to your productivity.
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