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Recruitment is an art and a science. 

It can be complex and time consuming. One badly sourced candidate can set recruiters back months, and cost a lot of time and energy. But the reward for finding the right candidate? It’s a feeling you won’t forget. 

So, while some recruitment best practices can be time consuming, they will undoubtedly save you time (and money) in the long run. 

What’s Eating Up Your Time?

The hiring process itself can take weeks to months, even at its most efficient. The truth is, when it comes to recruitment, a lot of it is out of your control. Let’s take a look at some of the most common.

Inefficient Talent Sourcing

Similar to when salespeople spend all of their time prospecting rather than selling, talent sourcing without any real strategy is a seemingly infinite process. 

Sure, you could always find one more potential candidate, but are they looking for a new position, do their skills actually match the role, would they be a good fit for the culture? Without an effective recruitment strategy, HR professionals can spend countless hours talent sourcing, and often with poor results. 

Pursuing Passive Candidates

The passive candidate — a recruiter’s best friend or worst enemy. As it turns out, 73% of candidates are passive job seekers, and that means more work for recruiters. 

This requires recruiters to be proactive and go to where potential candidates are, i.e social media. If you’re waiting for the perfect passive candidate to come to you, you’re wasting time. Being proactive instead of reactive is key here!

Not Having A Talent Pipeline

A talent pipeline is necessary for any successful recruitment strategy. It provides you with a pool of qualified candidates to choose from for a wide range of job openings. Basically, it stops you from having to source talent every time a new position opens up at your company.  

But again, an effective talent pipeline doesn’t happen overnight, and it takes time to build. Relationships need to be nourished, and talent does need to be sourced. At the end of the day you’re searching for quality candidates that could potentially have a 10 fold impact on your organization. Yet without the pipeline, you risk wasting massive amounts of time. It’s a big investment upfront, but it surely pays off in the long term. 

Inefficient Time To Hire

The hiring process is inherently time consuming. On average, time to hire across all industries is around 3-4 weeks, and two-thirds of that time is spent on the interview process. 

Recruiters also want to be certain that the candidate will be a good fit, because realizing the interviewee isn’t up to your standards once it’s too late is a whole other can of worms. That being said, there are certain things you can do to cut back on your time to hire. 

A lot of steps in the hiring process can now be automated, saving recruiters a lot of the legwork that goes with recruitment.

So You Want To Be More Productive? Here’s How.

Now you know where you’re spending a lot of time — but we still have to figure out how you can save some. 

Things like automation and task management are the obvious choices, but there are a few other ways that recruiters can be more productive when it comes to talent sourcing and the hiring process. 

1. Know When To Say Good-Bye

Every recruiter has that one candidate horror story. You spent months nurturing a relationship with someone you thought would be perfect for the role, only for them to flake at the last minute and accept another offer. 

By learning to recognize the red flags of a toxic candidate, you can better understandwhen it’s  time to say good-bye. 

2. Leveraging Your Existing Talent Pool

Maintaining and leveraging a solid talent pool is imperative to being a productive and proactive recruiter. 

As your database grows in both quantity and quality, you won’t have to turn to external sources for qualified candidates. 

Building a talent pool grows your company community and keeps them updated on current company events. What’s more, this has the potential to turn passive candidates into active ones. 

3. Create Email Templates 

Creating an email template for a variety of scenarios can be a huge time saver. Think about it: if you’re sitting there having to think of something new to say each time you send an interview request, submit an offer, or handle a recruiting crisis, you’d have to dedicate way too much time to just one email. 

Standardizing processes saves you time and also results in a consistent experience, promoting brand recognition. Just remember that templates are supposed to be personalized, and you want to avoid sounding like a robot if you’re sending something highly personal such as a job offer or rejection letter. 

4. Invest In Onboarding

There are few things worse in recruiting than when you make a bad hire. Whether it’s not a good fit or the job isn’t what they expected,, it all can be mitigated by a good onboarding process. In fact, organizations with a standard onboarding process experience 50% greater retention

Think about it — when you hire someone who leaves within the first couple of months, you’re set back months of work. All of the effort, time, and money you put into that hiring process was ultimately for nothing. 

5. Streamline The Hiring Process

It’smportant to be thorough when evaluating candidates. But the longer you take, the more you risk them accepting another (more timely) offer. The best candidates are in high demand, and are likely being considered by multiple recruiters for similar positions. This makes timing crucial. 

Developing a faster hiring process will take some trial and error, but thorough planning should allow you to fill positions faster, and with better candidates. 

Recruiter Productivity Metrics

As with our other productivity blogs, we know it can be difficult to actually measure how productive a team is being. 

With recruitment, it would be fair to say that making a good hire should be a sign of productivity. But that’s not all there is to recruiting, you’re looking for some more specific metrics, we have a few ideas. 

  • Time To Hire: An efficient, relatively short time-to-hire is indicative of a good recruitment strategy. If your team’s hiring process is longer than the industry average, it’s a sign you might want to make some adjustments. 
  • Cost Per Hire: Your cost per hire is a good measure of your recruitment strategy’s cost effectiveness and efficiency. It’s also necessary for identifying areas for improvement and helps you create your recruiting budget. 
  • Quality of hire: Does your recruiting process result in strong hires? Quality of hire is one of the most important metrics for measuring the effectiveness of your hiring practices. With things like real-time feedback, employee engagement, and performance surveys, this data is now easier to collect than ever. 

You Can’t Rush Recruiting 

Recruiting inherently takes a lot of time, because it’s all about building relationships and establishing trust. And while a recruiter can guide the way, the potential candidate usually drives the timeline of events. 

That being said there are certainly recruitment best practices that HR professionals can work into their daily routines to cut back on unnecessary, time consuming tasks. And remember, don’t get too bogged down in conventional “productivity.” When it comes to recruiting, you should always spend the time needed to find that perfect match.

About the author

Reyna LaRiccia

Reyna LaRiccia is a Content Marketing Specialist at ZoomInfo, the leading B2B contact database and sales intelligence solution.

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