Are manual recruiting processes costing you time and money?
To make a real difference in the way your company recruits—to make the process smarter, more efficient, and to make the candidate experience something your whole team can be really proud of—you need to get out of the weeds and think strategically and holistically about finding and hiring top talent. Here’s the thing: that’s never going to happen if you’re relying on manual processes.
Just think about how much time you spend every week on managing just the administrative tasks that recruiting requires? Want to know how much time you’re likely spending? (If you have high blood pressure, you may want to skip this part.) Here’s a breakdown from Glassdoor:
- Phone Interviews: 6.8 - 8.2 days
- Group Panel Interviews: 5.6 - 6.8 days
- One-on-one Interviews: 4.1 - 5.3 days
- Background Checks: 3.1 - 3.4 days
- Presentations: 2.7 - 4.2 days
- IQ Tests: 2.6 - 4.4 days
- Job Skills Tests: 0.6 - 1.5 days
- Personality Tests: 0.9 - 1.3 days
- Reviewing Drug Tests: 0.3 - 0.8 days
In other words, A LOT of time. So, let’s dig into the nitty gritty of where you’re likely spending the majority of your time with these manual processes.
Waiting too long to hire in today’s competitive environment can mean missing out on in-demand talent. So, you’ve got to:
- Calibrate with hiring managers to get jobs approved.
- Post jobs to your careers site.
- Advertise jobs to career boards and social media.
- Spend time sifting through past potential candidates who you liked but weren’t a good fit at the time. What was that guy’s name again?
Engaging with Candidates
On average, each corporate job offer attracts 250 resumes. Of those candidates, 4 to 6 will get called for an interview, and only one will get the job. (Glassdoor) So now you’ve got to:
- Sort and review those resumes. Remember that 250 number up there is for a single job. It’s highly likely you have a few more than that in your pipeline.
- Respond to candidates.
- Schedule interviews.
- Conduct phone interviews.
- Conduct in-person interviews. According to 50% of recruiters, three interviews come before an offer. (Glassdoor)
- Manage predictive assessments.
- Manage skills assessments.
- Score candidates and gather feedback from the team.
Great! You’ve narrowed down your candidate pool, but guess what? You’ve still got a ton of work ahead of you. Now you’ve got to:
- Manage all of the background and drug screen checks.
- Check references.
- Create and track the offer letters.
- Repeat the process if your offer is rejected.
- Compile performance reports and maintain compliance information.
- Push your new hires into the onboarding process once they’ve accepted your offer.
Now, imagine if you could automate 80% of the above tasks. How much time would you get back? And, more importantly, what could you do with that time?
By using an applicant tracking system, you don’t have the hassle of manually searching for candidates. You have recruitment efficiencies because they’re right there at your fingertips.
- Jobs are posted on the most popular job boards with one click.
- Because you have previous candidates in your system, a pipeline of top candidates is already at your fingertips.
- Quickly identify qualified internal candidates with resume-matching technology.
Engaging with Candidates
No more paper pushing! Hooray!
- Scheduling interviews with hiring managers is done through a single system.
- Interview scorecards enable you to gather feedback and get the best people.
- Templated, compliant email responses can be sent without ever typing a word.
When the deal is almost done, you can still save time. - Offer letters can be sent, signed and stored in one system. - Background checks start with a single click. - Once hired, your new hires enter the onboarding process without you having to rekey or retype important information. No more duplicating efforts or data entry errors.
To find time to lead, you need to streamline and automate the recruiting process.
An applicant tracking system (ATS) makes life easier on everyone involved in the recruiting and hiring process. If you already have an ATS that is less than optimal, or if you don’t have one at all, read on for the reasons you should have the best one available. ATS technology can help you with:
All of your jobs, applicants, candidates, resumes, hiring managers, interviews, reports – literally everything! – now live in one centralized place.
Once labor-intensive tasks like sorting resumes, communicating with candidates, posting jobs, scheduling interviews, collecting interview feedback, and compiling performance reports become automated through advanced workflows.
Inconsistencies are eliminated through a standardized approach to recruiting. With features like dynamic email templates, job and offer approvals, pre-built analytics, and built-in compliance, we give you the structure that you need to properly manage everything.
If you’re in search of more inspiration or best practices to take your recruiting process to the next level, check out a complete list of resources in the HR Center of Excellence Recruiting Hub.