For recruiters, the last few steps of the hiring process are full of excitement, nerves and anticipation. The company is so close to having a great new team member, but it’s up to recruiters to tie up all the loose ends and make sure the team member is perfect. Here's our festive spin on the last few steps of the hiring process, inspired by Clement Clarke Moore.
Once recruiters have reached their final few candidates, the follow up emails and phone calls start to slow down. At this point, they have just about all the information they need. They just get to work with the hiring team to narrow down the last three or four candidates, and find the best hire.
Background screenings can be a huge stresser for recruiters, but it’s better to know about a candidate’s background before you risk hiring them. According to CareerBuilder, a bad hire costs an average of $17,000. The best way to avoid a bad hire is through a background check, which includes reference checks as well as criminal, licensing and employment history. To make the background screening process easy, use a background screening company that’s FCRA complaint.
This far along the hiring process, recruiters should remember that their candidates are no longer just resumes. More likely than not, these candidates have come in for several interviews, talked with recruiters and other team members frequently, and they’ve answered follow up questions. When making final decisions, recruiters should remember that the people on the other side of the hiring process are equally invested in the job being a great fit.
“When, to my wondering eyes should appear, the perfect candidate is right here!”
One of the hardest steps in the hiring process is prioritizing candidates. You might have three fabulous candidates, but only one job opening. At this point, work with the hiring team to figure out your preferences for a new coworker. Is a personality fit the most important thing? Or are technical skills non-negotiable? Once you focus on priorities, the best fit will naturally rise to the top.
Once you make a job offer, your roles completely switch. It’s now your job to impress the candidate, instead of the other way around. Before you make a job offer, be prepared with all the things that make your company great-- do you have an unbeatable 401K match program? How about being voted a best place to work? Have all of these facts ready to go, along with a few personal stories about why you like working at your company. That way, you can make sure your candidate makes the right decision: choosing you!
Your candidate’s skills are perfect, they love your company, and they’ve accepted the offer! The hard work is done, but recruiters should remember to follow up on their new hires. Check with them through the onboarding process to make sure they’re happy with their decision. To really improve your hiring process, you should keep track of your new hires to see how long they stay with the company, and if they get bonuses and/or raises. This way, you can continually improve your ability to hire the perfect candidate.
Happy offers to all, and to all a good hire!
We know how stressful the last phase of the hiring process is, and we hope you can take breaks when you need to, especially during this time of the year. Need a helping hand? Choose a one-click background screening solution to decrease your time to hire and your stress levels. Happy holidays from all of us at Verified First!
The average time to hire across industries is 31 business days, and trends show that number will continue to increase. Recruiters and HR professionals are under constant pressure to decrease their time to hire, but both internal and external factors make that difficult. Here are four things that slow down the hiring process, along with what recruiters can do to mitigate their impact.
1. Tight Job Market
The unemployment rate dropped to 3.7 percent in September, and it continues to drop. While this is good news for the national economy, it makes recruiters’ jobs increasingly difficult. With a job force that is mostly employed, recruiters will most likely need to make their jobs attractive enough to convince applicants to leave their current jobs.
While recruiters can’t control the job market, they can help control their companies’ marketability. A great way to decrease your time to hire is to have quality candidates actively waiting to work for your company. Make applicants want to work for you by providing a strong company culture, special benefits, and unique jobs with room for growth. Your HR, public relations and marketing teams should work together to brand your company as a desirable place to work.
2. Incompatible Software
Software is helpful in the hiring process until the programs don’t effectively communicate with each other. Many companies have one program for job postings, one for lining up interviews, one for communicating with applicants and yet another for background screenings and reference checks. Often, recruiters have to enter the same data into each of these systems, which quickly increases the time to hire.
The better recruiters can sync these software programs, the faster the time to hire. For example, you can integrate your background screening software with your applicant tracking system. This way, recruiters can spend less time entering data and more time moving candidates along the hiring process.
3. Lengthy Interview Processes
There’s a trend for particularly competitive companies to have applicants go through multiple rounds of interviews. The benefit of additional interviews is, of course, a chance to get to know the candidate better, and for the candidate to meet different people in your company. However, each additional interview can add days to your time to hire, and they can frustrate your applicant.
At one point, Google’s time to hire averaged a whopping 90-180 days. They had candidates go through 25 interviews, which included all sorts of unique tests and non-traditional interview techniques. But Lazlo Block, the former Senior Vice President of People at Google, found the “Rule of Four” to be just as effective, in which he quickly ruled out applicants, and then only interviewed four people four times. This yielded at 86% success rate, proving that with interviews, quantity doesn’t equal quality.
4. Background Checks
Once recruiters reach the background and drug screening stage of the hiring process, they’re just about in the home stretch. But effective background checks can take time, and one piece of information can take a quick time to hire and suddenly hold it back a week if an applicant’s records aren’t easily accessible.
Verified First provides fully integrated background screening solutions for 100+ applicant tracking systems. With an average integration time of five minutes, Verified First uses patent-pending integration technology to slash your time to hire. Contact us for more information.
Additional Resources for Reducing Time to Hire:
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