While traditional interviews may have served your business well in the past, the hours spent scheduling and conducting interviews have led to high levels of recruiter burnout and lower levels of productivity.
So, how can you flip these levels so your recruiters are facing high productivity and low burnout rates? Simple, follow these 4 tips.
Step 1: Track Your Hiring Process
Tip number one is to track your hiring cycle. Once you’ve determined how long each step takes, identify the repetitive tasks that take up hours of your recruiters’ time. Our bet is that the most time-consuming, monotonous tasks are scheduling and conducting interviews with candidates.
A traditional phone interview will, on average, add a whole week to the hiring process. But, with an on-demand interview platform like Qualifi, this week can be condensed to a single day. Most candidates respond to Qualifi’s interview invitations the same day they receive them. This means, rather than spending days on a single candidate, your recruiters can screen candidates in just minutes and get candidates through the interview process up to 7x faster.
Step 2: Use an Interview Scheduling Tool
Traditional interviews require tons of back-and-forth communication with candidates. They also require the constant attention of your recruiters, and even after all of that time, you run the risk of no-show appointments that simply waste your time and resources. So, how can you avoid all of these problems?
One solution is to try an on-demand phone interview platform. Qualifi’s platform helped Reid Health decrease its candidate review time by 44% and build better candidate relationships. A phone interview process allows candidates to better express qualifications, skills, and experiences that may not fit in a resume. This more in-depth way to look at an applicant has helped Reid Health to feel more connected with their candidates and make better hiring decisions as well.
Step 3: Communicate Asynchronously
An asynchronous interview can not only lower the level of daily stress your recruiting team faces but dramatically increase your ability to keep applicants engaged by keeping the interviewing process short and sweet.
Communicating asynchronously can be especially helpful in passive recruiting. Candidates in passive recruiting attempts already have jobs and are much less likely to want to stick through a long and boring interview process. Because of this, asynchronous interviewing can help you get candidates interested and keep them engaged throughout your recruitment process and dramatically increase your chances of getting them to come work for you.
Step 4: Constantly Feed Your Candidate Pipeline
The last tip for how to recruit 24/7 without having to work 24/7 is to focus on improving your candidate sourcing. Here are four simple tips to help you get your candidate pipeline working effectively.
- Make time for quality candidate sourcing. Rather than allowing traditional screening processes to slow you down, use an automated interview solution, like Qualifi, to carve out more time for candidate sourcing.
- Look back to previous candidates. These people have already shown an interest in your brand and you already have their qualifications and experience on file.
- Use job posting sites. Make sure that you use keywords and clearly outline the instructions and expectations you have for people applying for this role.
- Use pre-sourcing practices. Pre-sourcing can help you to easily filter out the under-qualified applicants so that you can spend your time focusing on only your most promising candidates.
We hope that these tips will help you improve your recruiting system without increasing your recruiters’ already full workload. For more ways to improve your recruitment process, check out our blog post about creating a great candidate experience!