How to Save Time & Resources For Hiring

If you’re looking to save time & resources for hiring, it may be time to invest in recruiting technology. It can be very costly to hire the wrong person, so reducing your time-to-hire (TTH) is a priority. A study by Josh Bersin found that a drawn-out hiring process can cost companies as much as five figures in recruitment costs, salary expenses, and lost productivity. In addition, each vacant position can take a toll on team morale, especially for employees involved in the interview process.

One of the most obvious but undervalued ways to save time is by automating repetitive recruitment tasks. For example, using e-signatures for all employment paperwork can save hours of time. Getting physical signatures on forms is not only a slow and frustrating process but also difficult to keep records of. Moreover, many applicants are not available in office to sign the documents, so using an online e-signature solution is an efficient way to reduce paper work and speed up the process.

Another common time-consuming task that can be automated is the reference checking process. Instead of contacting candidates’ references to schedule interviews, you can send them links to online surveys that they can complete at their own time. This helps you save at least an hour per candidate while allowing you to easily collect references’ feedback.

It can also be time consuming to create and post job descriptions and interview questions from scratch for each new role. Creating these documents from scratch can be inefficient, especially if you’re hiring en masse, such as following a funding round or a company expansion to a new market. Fortunately, you can avoid writing these documents from scratch by using templates that you can customize for each job. For instance, Workable has 700+ job description templates, 390+ interview question templates, dozens of company policy templates, checklists and more that you can import directly into your applicant tracking system to save time.

Once you’ve chosen a candidate, it’s critical to onboard them quickly and effectively so that they can start producing immediately and seamlessly integrate into your team. However, if you onboarded the wrong candidate, all the time you spent training them and helping them fit into your culture would be wasted. It’s estimated that 17% of new hires will leave their jobs within the first month because they weren’t a good fit with the team or the company culture.

Recruiting is a full-time job for recruiters and an added workload for the managers and executives who need to make decisions to move candidates through the pipeline. Bottlenecks will occur, which is why it’s important to have tools that help hiring managers focus on their job versus the recruitment process. These tools can include collaboration platforms that allow all parties to share notes and observations, interview scheduling software that makes it easy to invite candidates for a video or phone call, and an automated email response tool that lets hiring managers respond to applicants with pre-drafted messages.