Recruitment: How to simplify things

Recruitment: How to simplify things Filling your company’s vacancies with the right candidates – and as quickly as possible to prevent any loss of sales revenue or additional costs – is no easy task. For vacancies that are difficult to fill, and where there is an urgent need for staff, it makes sense to look at all possible ways of making a protracted recruitment process as lean as possible.

From optimisation for mobile devices, active sourcing, to job market analysis: intelligent software can make your job easier and enable you to reduce your time-to-hire. We show you how to simplify a complicated recruitment process – and strengthen your employer brand at the same time.

Candidate Experience: the first impression counts

The experience that candidates have during the application process affects their opinion of the company and, consequently, the overall way they respond to the application. Present your employer brand as clearly and distinctively as possible - this already starts with the design of your career pages and job ad. Give candidates a comprehensive insight into your corporate culture, describe the future areas of responsibility in as much detail as possible and fully explain the unique benefits that staff can expect from your company.

Communication: make valuing people your biggest priority

When candidates submit an application they expect personal communication – and above all a quick response. Professional applicant tracking software (ATS) offers smart solutions for this: you can send personalised replies directly from the system, saving not only time, but also demonstrating that you are an employer that values and respects its potential future employees, right from the start.

Talent Pool: candidate relationship management

Wouldn't it be brilliant if you already knew of the prefect candidate for your vacancy because he or she has applied to you in the past? Offering applicants the opportunity to register in your "Talent Pool" means they receive regular information about current vacancies. This not only strengthens your employer brand, but also connects with candidates who you may have had to reject for one particular job. Try to build a lasting relationship with each applicant as you would with your best customers – because that person could be the perfect candidate for your next vacancy.

Inter-Departmental Agreement: quicker in making the right decision

Involve managers, superiors and the relevant department in your HR decisions – so that you can make a quicker and informed decision in respect of the right candidate. An applicant tracking system (ATS) allows you to communicate exceptionally quickly with your colleagues internally: you can forward full profiles of promising candidates - directly from your HR software - using a simple email link.

Reporting: analyse and optimise internal work flows

Do you know how long your recruitment team or individual members of staff need, on average, to fill a vacancy? The reporting function of your ATS will help you find this out. Also take a look at the individual processes involved: how long does it take for a job description to be approved by the relevant department? How much time do you need for one face-to-face or telephone interview? And how many days are needed for the final decision-making process? You can derive various opportunities for improvement from the results contained in your reports. For example, whether video interviews could be a good alternative to time-consuming telephone interviews. Or, to improve the performance of your recruitment team, what areas would benefit from specific training and development initiatives.