Candidate availability in the UK is at its lowest level for 16 months, that’s according to REC’s latest monthly report, prompting calls for employers to rethink how they source and train employees.Engineering, tech and computing roles remain in high demand placing the pressure on HR to create a streamlined, effective candidate experience to prevent talent leaving your pipeline. Data driven recruitment helps you to achieve that. Here’s how:-
Track your application time : A lengthy application process may result in you losing 90% of your qualified candidates. Offer applicants the opportunity to upload their CV, submit their LinkedIn profile or register their interest in ongoing job openings with your company. If you don’t know your average application time, now is the time to start measuring it. One third of job seekers won’t spend more than 15 minutes on an application. It should also be a given that your application process is fully mobile.
Streamline your screening : Screening and additional skills testing reportedly takes over 8 days according to a study from Robert Half. This is too long for hiring teams serious about reducing candidate drop-off rates. Incorporate additional screening through your recruitment software to ensure the candidates you see are suitable for your vacancy. Reducing bias, the use of video interviews and online pre-hire tests lead to a more streamlined and effective hiring process.
Stay engaged : Regular updates encourage candidates to remain in your pipeline after submitting their CV. Acknowledge applications promptly and outline the key steps in your hiring process, including likely interview dates and ideal employee start date. Unexplained delays reflect badly on your company. Schedule automated, personalised updates through your recruitment software to both manage and deliver on candidate expectations.
Fast track referrals : Employee referrals provide a better quality of hire and should be fast tracked through your hiring process. Tag your referred and highly qualified candidates in your applicant tracking system to prioritise and monitor their progress. If you rate them highly, it’s likely that recruiters and your competitors share your view.
Offer self scheduled interviews : Allowing candidates to self schedule their interviews prevents delays in the hiring process. To attract the best talent flexibility is essential. Offer out of hours interviews and respond promptly to enquiries, providing as much insight and advice as possible on what to expect.
Minimise no-shows : Candidate no-shows are a problem for most hiring teams. Schedule regular interview reminders through your recruitment software, including on the day of the interview itself, to minimise the risk of your candidate going AWOL. Our infographic provides 12 essential tips on how to address the problem of no-shows and is available to download here.
Don’t delay your decision : It takes over four days for HR to make a decision on candidate selection which is three days too long. This delay risks losing your ideal candidate to a competitor and speaks volumes about your decision making ability. Recruitment software allows rapid collaboration and sharing of data on your shortlisted candidates, reducing your decision making time and ensuring your job offer is made promptly. For businesses experiencing a high level of rejected job offers, here are the reasons why.
Don’t ‘ghost’ your candidates : Ghosting your candidates (ceasing all communication abruptly and unexpectedly) gives a poor impression of your business. At least one third of candidates expect feedback from an employer. With HR technology there’s no excuse for not advising unsuccessful jobseekers of the outcome of their application. Constructive feedback improves your overall candidate experience and employer brand.
Improve your candidate drop-off rate with world class recruitment software from Advorto that helps you to hire better people faster. Start your 30 day free trial today.
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