The process of hiring the right candidate for a job can be a long one. In 2015, Glassdoor Economic Research conducted a study that showed that the average interview process takes 22.9 days in the United States.
In a follow-up research that was conducted in 2017, they found out that the average time for the entire interview process was for almost 39 days in Brazil, which is the longest. India, on the other hand, was reported to have the shortest interview process time of 16.1 days.
When the Society of Human Resource Management (SHRM) conducted similar research, they reported that it takes, on average, 42 days to complete the selection process of hiring a new employee; across industries.
These studies indicate what is common knowledge for talent acquisition teams, that the process to screen and hire a new candidate in the company can be a tedious one. The whole process can get frustrating if you cannot find the individual who is the right fit for the job.
This does not need to be the case all the time. With these 10 steps, you can expedite the recruitment process without compromising on the quality of hire.
10 Ways to expedite the recruitment process
Before you start the recruiting process, you will first need to understand the reason for hiring a new employee. If an existing employee has willingly resigned from his/her work and position, understand the reason for this decision. This is where exit interviews come in handy.
Most outgoing employees find it difficult to speak their minds, even during exit interviews. They tend to fabricate the truth and provide answers that sound reasonable to the human resource team. Instead of conducting a face-to-face interview, ask the exiting employee to answer a list of questions by mail and keep the answers confidential. This will give you a better idea of the employee’s expectations of the job.
#1 Create a job description
This is the first step to accelerating the recruitment of a new employee. Write down the exact role and the title you are looking to hire for. The applicant should get an idea about the role he/she is applying for. Be concise and describe the role that they will be filling in the organization.
One tip to do so is to speak to the existing employee as well as the team leader or manager as to what the job entails. For example: If you are looking to hire a graphic designer, you will need to create a description that states the type of job, the knowledge of tools to be used, if you are looking for any specific skill set, etc. This will help in narrowing down the talent pool.
Read – How to create Candidate Persona
#2 Hire Internally
One of the best ways to fill a job position quickly is to hire internally. You will be surprised to know how many employees want to challenge themselves by seeking a shift or change in job.
This method is known to carry less risk and the transition to the job is easier and faster for the current employee. One of the pros of hiring internally is also that the employee is already familiar with the business processes and already aligns themselves with the company’s long-term goals.
Read – Detailed guide about Internal Hiring
#3 Opt for referrals
Your current staff is a great resource to be used when it comes to recruiting new hires. Employee referral programs are known to generate skilled staff. A study by Employee Referral Invitation Network (ERIN) says that 82% of employers stated that employee referral schemes have a high return on investment as compared to other methods of recruitment.
This hiring method also makes your staff feel an integral part of decision-making for the company, thus increasing employee engagement.
Read – Benefits of Employee Referral Programs
#4 Advertise through the right medium
Advertising for new job openings can help hasten the process of finding quality candidates. You can choose to put up an advertisement in newspapers or a job portal. Though generic job portals can help in creating a talent pool, selecting a niche or specialized site may work better if you need to hire someone quickly.
#5 AI for recruitment
Did you know that artificial intelligence or AI can help in expediting your recruitment process? AI offers a chance for recruiters to cut down the time they spend on screening resumes, assessing applicants, and creating an applicant tracking system. AI can also be used to conduct background checks on applicants as well.
#6 Advertise on Social Media
Glassdoor research has shown that 79% of applicants use social media to look for a new job. Another research has shown that 80% of employers can find passive candidates through social media recruiting.
95% of talent acquisition teams use LinkedIn to find potential candidates. These figures mean that if you are looking for someone to fill a position in your company, do not hesitate to use social media.
Read – Social Media Marketing – A detailed guide
#7 Be flexible
There is no hard and fast rule that says that you need to conduct a candidate interview only on weekdays. Offering flexibility to candidates instills a sense of ease in them during the interview process without making them feel that they are under scrutiny.
If you are choosing a weekend to do the interview, conduct it in a semi-formal environment. This way the candidate also has the liberty to ask questions and understand the work culture better.
#8 Telephone / Video Interviews
If you are in a hurry to hire a new employee, choose to conduct the initial interview over the phone or on video. This will help in understanding the candidate’s expectations from the organization and give the recruiter an idea of whether he/she will be able to deliver their best. This process also cuts down on screening each candidate personally.
Best Virtual Recruitment Event Platform
Best Video Interview Software
#9 Do group interviews
A group interview will help in gauging how a potential candidate will fare in a group setting. One method of doing so is creating a group assignment where they will be asked to work together, in a short span. This process will give the recruiter an idea about the candidates’ interpersonal as well as decision-making skills.
#10 Hire a recruitment agency
A good recruitment firm can do wonders when it comes to finding potential candidates. Choose a firm that has been in the industry for a considerably long time and can provide you with candidates within a short time frame.
Finding the right person for a job is not like combing for a needle in a haystack. These 10 steps can help talent acquisition teams to cut down on the time and effort it takes to hire a candidate. However, the idea is to be patient. While you are looking for a new person, you have the option to get someone from the company to take the position temporarily.
FAQs on Expediting Recruitment
How do you expedite the recruitment process?
#1 Clear and detailed Job description
#2 Employee referrals
#3 Hiring internally
#4 Advertising through the right medium
#5 AI for recruitment
#6 Social media advertising
#7 Being flexible with interview timings and modes of interviews
#8 Telephone or video interviews as a first-round interview
#9 Group interviews and project activities
#10 Hiring a recruitment agency
How long is a recruiting cycle?
India, on the other hand, was reported to have the shortest interview process time of 16.1 days. When the Society of Human Resource Management (SHRM) conducted similar research, they said that it takes, on average, 42 days to complete the selection process of hiring a new employee; across industries.
What is candidate outreach?
What are the 7 steps of the recruitment process?
#1 Preparing the job description
#2 Sourcing candidates
#3 Screening candidates
#4 Selecting & interviewing candidates
#5 Hiring a candidate
#6 Post offer candidate engagement
#7 Onboarding the employee
What are 5 recommendations for good hiring practices?
#1 Create clear, accurate, bias-free and inclusive JDs & job advertisements
#2 Build a strong Employer Brand
#3 Leverage creative candidate outreach programs such as social & professional networking, partnering with and sponsoring key groups
#4 Build a robust & diverse recruitment funnel of potential and passive candidates
#5 Create a robust internal talent mobility program