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Long Recruitment Processes and 4 ways to Shorten Them | Morgan McKinley

Long Recruitment Processes and 4 ways to Shorten Them

Written by Amela Bajric
Mar 14, 2019
Submitted by Amela Bajric on Thu, 03/14/2019 - 21:48

The easiest way to lose out on top talent, is a drawn out recruitment process that extends far longer than the market average. If your recruitment process takes longer than 40 days in fact, you are on track to hit a new record for “longest hiring process worldwide”. Glassdoor’s study on “hiring delays” shows that the top three countries for longest job interview processes are Brazil (average of 39.6 days), followed by France (38.9 days) and Switzerland (37.6 days).

 

Long recruitment processes will cost you the best talent

 

As a recruitment agency, we work closely with many different organisations and companies and understand that it’s not always easy to shorten your hiring processes. As hiring managers you need to follow certain policies and procedures during the interview stage that often lead to slowing down the overall process.

However, we are living and working in a market where the power has shifted from employer to employees and great talent often get multiple job offers. If your company takes too long to make a great offer, the chances of losing talent to your competitors are getting greater and greater.

It also shows candidates that you are not sure about them and they might withdraw themselves from the pool.

Fortunately, as a global recruitment agency, we are in the fortunate position to compare recruitment trends from around the globe and provide you with tips on how to shorten your recruitment process and find the right candidate faster.

Over the years we have compiled information on what differs organisations with short recruitment processes to those that seem to miss out on great talent.

1. Re-think your job description

While writing a job description might seem pretty straight forward, it’s something we see hiring managers struggle with more often than you would think. When it comes to writing a good job description there are certain job description best practices you should follow if you want to get a candidate’s attention.

Make sure the requirements are reasonable. When it comes to writing job descriptions for a software developer for example, specify all technologies that are required and a brief description about the project/s the candidate will be working.

job description

 

Talk about your company culture and your values. What is it that makes you different to all the other companies that your perfect candidate is currently interviewing with?

Utilise everything the online and offline world has to offer. Don’t publish it on just one online job board and expect the right candidate to be amongst the crowd of applications. You could for example ask your employees for referral and provide incentive schemes to them for placing successful candidates.

Use your network. Let people in your network know (LinkedIn, Events, …) that you are looking to fill a certain position. Last but not least post it on all social media channels you have.

Use a recruiter. As a recruitment agency, it is our job to find the right candidate for your company as fast as possible. To be able to do that we have deep networks of highly qualified professionals in all our industries (available for temporary and permanent work).

Get in touch with us today if you would like to find out more about how our recruitment process or submit your vacancy here and we’ll get in touch with you to discuss your hiring needs and how we can help.

2. Manage your expectations

All too often we see companies looking for that unicorn candidate. That one candidate that will have it all. 20 years of experience, a post-graduate highly specialised degree, relevant industry certifications and work experience in your industry.

Be careful when you’re looking for that perfect candidate as they often don’t exist and even if they do, all those requirements can often come across as demands scaring them off. Keep that in mind when writing your job description as well.

Remember, if someone is talented you will be able to train them to be even better suited for the position. Offering development and training opportunities and making sure they are utilising their skills, our research finds, is crucial to retaining talent.


3. Hire a contractor

To reduce long hiring processes, organisations sometimes make the mistake of hiring too quickly. What that means is that they hire someone who is not a great fit ultimately leading to bad and costly hiring decisions.

contractor hiring

 

This is where hiring a contractor can be extremely valuable. With a turnaround of sometimes as little as 24 hours, we are able to dig into our pool of highly qualified professionals who are available immediately. If you want to find out more about hiring a contractor with Morgan McKinley, head over to our Contract FAQs page or get in touch with us.


4. Invest in Quality Software

When you’ve posted and promoted your job description successfully, you will start receiving a high number of candidates. While that is great, it can also be challenging to coordinate.

Fortunately, we have ATS - Applicant Tracking Systems!

There many different applicant tracking systems available, but below are the features most ATS have that can help you shorten your recruitment process:

  • Career Page Hosting
  • Sharing job descriptions
  • Receiving and managing applications
  • Storing CVs
  • Scheduling Interviews
  • Onboarding Programs





 

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