working in grassroots since 1776

What is your average time to hire a new employee?

It’s understandable: The hiring process requires both HR resources and adequate job candidates, and red tape can plague the applicant-format process. Often, thick paperwork piles can slow things down, and a hiring process bogged down by too many individuals can move things horizontally, rather than upwards.

Many company recruiters and hiring managers share the fears of bottlenecking expansion, and they often pose an important question when streamlining HR: Are we taking too long to hire?

Too Many Soldiers

Many organizations fear a lack of resources, but they fail to recognize the benefits of feasibility and resource maximization. When dozens of people require consultation and agreement, many processes are slowed. Hiring becomes increasingly complex, and time-consuming ventures replace decision making.

In most cases, fewer is better. When global talent shortages become an issue, decent candidates may be difficult to find. Additionally, such candidates might not know their worth. While it may seem such an issue may require more hiring resources, quickness remedies the situation well. If the process takes longer, the company risks losing their elusive individuals. Due to the job market’s “far-and-few-in-between” composition, quick response is vital.

Updated Technology and Quality Control

If hiring takes over three months, employers lose worthy candidates. If potential job candidates fee, unconfident, they’ll likely move elsewhere. When evaluating a candidate’s worth, resumes, backgrounds and personal quality needn’t be directly tied to a company’s hiring resources.

As stated above, less is more. In such situations, utilizing streamlined hiring software systems reduces valuable hiring time, and it retains applicant pool quality without sacrificing organization. In fact, The US Department of Labor has issued a variety of laws requiring equal hiring opportunities where applicant tracking systems are utilized.

Into the Future

When waiting times are reduced, the job pool is retained. Increasingly, many Millennial Generation-confined individuals require quality control, as their efforts to improve organizational quality often override their commitment to “staying put” during the hiring process. In short: They want to feel valued from the get-go.

Hiring companies often find themselves at square one when applicants leave, when positions require re-advertising and when additional financial expenses are required. The future is becoming increasingly computerized, however, and effective recruiters need to stay ahead of “the hiring game” to remain effective within HR departments.

Understanding company image is important, and creating the perfect fit-for-purpose hiring campaign is more important. If you’re choosing between decisive action and quick thinking, your competing organizations are likely walking off with high-quality individuals. Keeping ahead needn’t require more manpower, it simply requires a smarter angle.


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