More tick, less tock: How to improve recruitment efficiency

To optimise your recruitment efficiency, you must have a method in place that makes sure you find the best candidates with the least possible investment (in both time and money).

Hiring staff is a complicated game and candidates are expecting more than ever before. All this adds up to a lot of extra hours behind the keyboard, or stuck on the phone.

But, the digital revolution has also thrown up some powerful new tools that recruiters can use to improve recruitment efficiency and get timescales down to a minimum.

Here’s an overview of some of the methods that you should be thinking about to speed up your recruitment process:

Finding candidates

You don’t need to waste hours manually uploading your job ad onto all the channels you’re going to target for your next recruitment drive.

Instead, you can use software that automatically uploads your job ad onto all channels at the same time, including:

• Paid job boards

• Free job boards

• Social media (LinkedIn, Facebook, Twitter and Google+)

You can do something similar when you’re on the lookout for new candidates too. New recruitment tech enables you to scan multiple job boards at once and find the best talent before your competitors.

Once your ad starts getting attention, you can quickly create a talent pool by using recruitment management software to save the CVs of top candidates you might want to interview now, or keep in mind for later.

Contacting candidates

Contacting candidates can be a real time sink, but it could make or break your recruitment drive.

Using SMS to promote your jobs and keep candidates in the loop throughout the recruitment process is a great way to save time.

Use links in your SMS messages and emails to direct candidates towards resources that’ll answer their questions before they have a chance to ask them. This will allow you to take a more hands-off approach to candidate communications.  

Then, use recruitment management software to conveniently filter applications, track candidate communications and respond to clients automatically.

Interviewing candidates

Asking candidates to complete a psychology-based test before can help you filter out candidates who aren’t suitable for the role before you invest too much time in them.

Video interviewing is another way to get interviewee numbers down. Record a short set of questions, send out to all candidates, then review responses and cut your shortlist down.  

Use auto-interview software to plan, schedule and book interviews with the remaining candidates. Set up your recruitment management system to contact candidates automatically with your decision.

Analysing performance

Analysing your performance is the only way to make consistent improvements and get your timescales down. But, all that data can take ages to process.

You can use analytics software to:

• Monitor how well your job ads are doing

• Track your costs, and how effective your investments are

• Find out how long it’s taken you to hire candidates

• Decide which job boards and social media platforms are most effective

Using these tools together can help you ratchet up recruitment efficiency to whole new levels.

Reducing the time you spend on managing the recruitment process is just a click away. The right talent management suite will give you access to all of these features in one place. What’s not to love?