If you’re tasked with managing recruiting, you’ve probably felt like the weight of the world is on your shoulders. On one side, you have hiring managers relying on you to find the ideal candidate that meets their needs. At the same time, you’re reviewing and interacting with hundreds of candidates – and remember, time is of the essence. With positions to fill and fewer qualified candidates, recruiters are in a dead sprint to secure the ideal applicant.
Considering everything on your plate, you can’t afford to let manual recruiting processes slow you down. Still, many organizations struggle to break free from time-consuming endeavors like tracking candidates in multiple spreadsheets to efficiently manage recruiting projects.
Are you facing the same challenges? Here are three signs your organization is battling inefficient recruiting processes.
Paper is the name of the game
Recruiting is one of the most complex business functions. Why? Think about the various touchpoints and processes you must manage. The average position receives 250 applicants. That’s 250 individuals to track, manage and correspond with all the while coordinating with hiring managers and interviewers to ensure that everyone is on the same page. And that’s only for one job. Now imagine tracking and managing hiring using emails, spreadsheets and paper applications for five open positions. Not only is this process time-consuming, but it’s also extremely risky. Feeling overwhelmed yet?
You’re driving candidates away
How candidates apply to jobs is changing. They are no longer willing to spend 45 minutes completing an application, nor do they always apply from a computer. Job seekers have become empowered through new technology and we’re seeing the rise of the “connected candidate.” These job seekers expect a certain candidate experience, and if your application process fails to meet their expectations, they will simply look elsewhere. Here are two primary reasons you may be losing top candidates.
Complex and Lengthy Application Process: Research shows that time-intensive job applications lead to higher candidate drop-off rates. An Indeed study revealed that 30% of all job seekers and 57% of more experienced job seekers will forgo filling out an application if it takes longer than 15 minutes to complete. Plus, companies with 45 screener questions or more lose 89% of their applicants during the processes. So what’s the ideal length for an online application? According to the Society of Human Resource Management, an application that takes under 5 minutes to complete can vault application conversion rates by 365%.
Applications Aren’t Mobile-Friendly: Applying for a job using a mobile device is not a fad. A Glassdoor study found that nearly 9 in 10 job seekers utilize their mobile devices to search for open positions.
Finding your dream candidate is like searching for a needle in a haystack
How many times have you asked this question to one of your colleagues? “Remember that one really great candidate? What was her name?”
Sometimes a candidate does not work out for the position you are hiring, but they could be a good fit for a position down the road. That’s why it’s critical to have a seamless method to search for and identify applicants within your candidate pool. While seamless search is ideal, many organizations waste time attempting to find a specific candidate amidst applicant names scattered through email, résumé stacks and spreadsheets.
These are just three signs you’re being held back by an inefficient recruiting process. For a look at other inefficiencies that could be impact your ability to find top talent, check out our expert guide.
If you’re falling victim to any of these recruiting challenges, here’s a chance to save yourself time and frustration. Newton’s applicant tracking system is built for recruiting teams that care about hiring the right talent quickly by providing optimized workflows, simple candidate search, real-time analytics and reporting and a seamless candidate experience. Schedule a personalized demonstration with one of our consultants to see how you can manage recruiting and hiring efficiently and effectively.
Sources: Glassdoor, Indeed, Society for Human Resource Management
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