Optimizing the recruitment process by making it more efficient and having a better time and resources management.
The sales manager has just announced his resignation-hence the need to open a selection process as soon as possible to fill the position. Optimizing the recruitment process, making it more efficient and better managing time and resources, is key to selecting the best candidates.
Optimizing the recruitment process: the steps to follow
The recruitment process encompasses all activities from the search to the hiring of a person for a given role, and beyond (including also monitoring the process). It can be schematized into the following 5 steps:
- Analysis and preparation (writing Job Profile, Job Description);
- Candidate search and attraction (Job Posting internally and externally to the company, CV collection);
- Selecting the right candidate (CV screening, interviewing and assessment, feedback to candidates, defining and presenting the job offer);
- On-boarding (completion of hiring process and entry into the role);
- Monitoring (process KPI assessment).
Each of these stages requires techniques for an efficient and effective recruiting. Let's go deeper.
The best techniques for the different steps
We already know the differences between Job Profile and Job Description, but both are activities that require the recruiter's time and accuracy to ensure successful selection. However, some recruiting tools, such as GPT-3, offer the opportunity to draft complete Job Descriptions from a few simple pieces of information. So, Artificial Intelligence optimizes this activity while maintaining the quality of output and HR performance.
Innovation also offers cutting-edge solutions for the CV screening. This phase can be automated, identifying CVs that best match the Job Description. In addition, these tools help HR in eliminating the risk of unintentional bias.
Among the techniques used in the actual selection phase, in addition to the individual interview and practice tests, is assessments. They can be used to test soft skills, such as team interaction or problem solving. Psychometric tests, specifically designed to support HR in assessing the candidate's personal and character traits, are also useful.
Monitoring Recruiting: the metrics to analyze
HR techniques go hand in hand with reading analytics. When you want optimization, you need measurement: how can you improve something you don't know nothing about?
Therefore, it is essential to analyze metrics to identify the weaknesses in the recruiting process and find the innovative solutions to improve them and turn them into strengths.
A metric to check is Time to Fill, the time (usually measured in days) between job posting and candidate hiring.
In the recruiting process, Time to Fill differs from Time to Hire. The latter is the time between the first contact and the moment when a candidate accepts the job offer. Excessively long time frames to complete the hiring process cause a decline in interest in candidates, with the risk of losing the opportunity to hire top talent.
Glickon Hire solutions are designed to provide companies with a streamlined and efficient recruiting process that optimizes time and resources while offering candidates and companies a one-of-a-kind experience.
The costs of recruiting
These timelines provide an indication of HR performance. In fact, each day spent with a vacant position causes the company increasing direct and indirect costs.
Let's take a closer look at the costs of recruiting.
The true cost of recruiting is not just that of the HR people or head hunters involved.
Think, for example, of the time that business or functional managers spend on the interviews with candidates, or the lack of know-how resulting from the vacant position. These are indirect costs that seriously affect the real cost of recruiting, and need to be managed with appropriate solutions. For example, there are tools to measure the ROI of the recruitment process. Each company can calculate its cost more accurately by identifying steps to improve in the process.
