Being a recruiter, you know that a challenge is up ahead when you are tasked to fill up tech roles quickly. There’s no denying that the battle for qualified individuals is high in today’s market, especially for tech talent.
However, utilising the correct hiring strategies could result in higher-quality recruits, cost savings on related costs and resources, potentially higher acceptance rates, and the ability to meet high-end talent faster.
So if you’re looking for strategies to hire the best tech talent you could, this read is for you.
Top 7 Effective Hiring Strategies to Reduce Time to Hire
So, here are seven efficient techniques to minimise the time to hire to help you step up your tech talent-hiring game, enhance your recruitment process and discover the best person for your job the fastest.
1. Proper job descriptions
The job description is the starting point for an effective and efficient hiring process. An imprecise job description is one of the most prominent causes of a lengthy hiring process. To attract the most qualified candidates, you must effectively communicate with your target audience through the job description.
In-demand professionals will simply move on if crucial details, critical corporate information, or essential day-to-day information are absent from the job description.
Therefore, as one of the most essential hiring strategies, consider having the new hire’s team, or better yet, someone in a comparable capacity, draft the job description. The description must ensure it directly addresses the questions qualified candidates want to be answered.
2. Collect the correct data before hiring
Data is involved whenever we talk about measuring something. So, of course, data-driven recruitment is essential when measuring time to hire and finally reducing it where possible.
In this regard, as a first step toward improving your hiring time, try to find out:
- How long does it take you to fill a role right now?
- The amount of time it takes for candidates to progress through the phases (for example, from the application stage to the phone interview stage or from the phone interview stage to the in-person interview stage, and so on).
- How does your hiring time compare to the average hiring time in your industry?
- The number of days between making a final decision and making a job offer.
- The typical ratio of good to poor applications (this will help you diagnose if the slowdown is happening in the sourcing phase).
3. Create an employee referral program
Employee referral programs aren’t new in 2022, but getting them correctly is tricky. However, requesting that your employees refer great people from their networks is a simple method to connect with exceptional talent. And the best part is that the reference is entirely free!
Employee referrals are one of the most effective recruitment methods because:
- Candidates who have been referred have a reduced turnover rate.
- They are higher-quality hires.
- They can assist you to save time when looking to hire new talents.
- They are inexpensive to source.
The key to successful employee referral programs is to balance incentive and quality. You want your employees to suggest people from their network aggressively, but not those from their low-quality connections. But the good news is that creating employee referral programs is simple, inexpensive, and produces benefits quickly!
4. Invest in a good ATS
A good applicant tracking system (ATS) assists you at every stage of the hiring process. An ATS can help you boost efficiency throughout vast areas of your hiring process, from placing your job ad on several job sites to notifying you in real-time as people apply.
An ATS is a critical tool for structuring your hiring process and reducing your average time to hire, with capabilities such as interview scheduling, application streamlining and sorting, talent pipeline creation, compliance-checking, and automation. Don’t choose your ATS hastily; instead, carefully assess your requirements and evaluate the technology before committing to it.
5. Know when flexibility is key
When hiring for emerging tech-based roles or marketing automation tech knowledge, the applicant with the exact requirements and experience you want may not yet exist. This is why it’s vital to recognise when it’s OK to be adaptable and change your hiring criterion.
High-end IT experts, for example, have a diverse educational history, which does not imply that one background is superior to another. For instance, if you seek someone with a four-year university degree, the skills learned in college can also be known in a less formal context, such as an online program or other certification techniques.
Rather than leaving a vacant position open for months and paying the price, determine when a little credential flexibility is the best plan. When used correctly, flexibility in this regard will expedite your hiring process without compromising the quality of your personnel.
6. Look out for passive candidates
Here’s a depressing statistic: top talent leaves the job market in less than ten days. That means you must hire swiftly, at the correct time, and make an offer immediately.
However, there is some good news: there are plenty of passive possibilities. According to studies, 70% of the world’s talent is sitting in the passive market, waiting to be made aware of more fantastic options.
You won’t engage with passive prospects on job boards because they aren’t actively looking for fresh opportunities. Instead, you must create a long-term talent acquisition strategy.
The right talent acquisition is concerned with your organisation’s long-term exposure, recognition, and attractiveness. By assembling all of these elements, your goal is to become known by passive talent long before looking for a new job because they will remember you when they are ready!
7. Nurture previous employees
Employees who have left your company are one of the most overlooked recruitment techniques. So, on the surface, hiring someone who used to work for you may not seem like a good idea, but bear with us.
If the person departed on good terms, they could be ideal for their former function, a different role, or a new role higher up in your organisation.
Previous employees have the ideal combination of familiarity with your firm and fresh abilities, knowledge, and experiences garnered from other orgs. Furthermore, you will spend less time onboarding and substantially less time hiring.
CodeQuotient Mentoring Students As Per the Industry Needs
The recruitment market was fiercely competitive in 2021, and it shows no signs of slowing down in 2022. So, if you want to fill more positions, attract higher-quality candidates, and save hiring time, these seven recruitment tactics can help.
CodeQuotient helps companies find the best candidates for various tech roles. Through our merit-based and free-of-cost SuperCoders programme, we teach top college students to become software experts and help you identify and hire great talent. Contact us for more details.
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