3 Signs Your Recruiting Process Is Inefficient
3 Signs Your Recruiting Process Is Inefficient

3 Signs Your Recruiting Process Is Inefficient

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

More to Discover

How to Review Resumes

How to Review Resumes

Reviewing Resumes the Modern Way For recruiting professionals and human resources teams today, reviewing resumes is an overwhelming project. The job market is particularly hot and the digital revolution means that more resumes flood in every day. When a job is posted and recruiters receive hundreds of resumes after posting just one job - the task of thoughtfully reviewing each applicant seems impossible. Where do you start? How do you narrow it down? For overworked recruiters and talent pros, resumes begin to look and read the same as decision fatigue sets in. Luckily, with the help of today’s technology and strategic advancements, there are solutions to managing a mountain of resumes. There are several quick and simple ways to weed out...

How to Retain Seasonal Employees

How to Retain Seasonal Employees

Does your business experience an increase in sales during the holiday season? Do you consistently need extra hands during tax time? Or maybe you’re always looking for additional staff to help fill orders during the long days of summer. Whenever you need to hire seasonal workers, it’s important to give them an experience that leaves them feeling appreciated and valuable—and eager to come back to work next season.In today’s tight labor market, it’s hard enough to recruit and hire a full-time employee. To find top-notch temporary workers, companies need to offer robust compensation plans, perks and really invest in retention tactics to engage new employees.Here are some of the top strategies to attract and retain seasonal employees.Pay...

Case Study: AMFM

Case Study: AMFM

In need of more robust HR and payroll technology to support their fast-growing workforce and eliminate manual work, AMFM turned to Paycor for help. Now, they’ve completely automated their recruiting and hiring processes while offering employees self-service to view pay stubs and update personal information.Read the case study to learn how Paycor helped AMFM improve efficiencies and reduce their average time-to-hire by 10 days.

Webinar: Candidate Texting

Webinar: Candidate Texting

This session will focus on the benefits of text recruiting and industry trends. We will do a demo to showcase the service and provide some tips and tricks.Speaker: Michael DobbsAs a Product Manager at Paycor, Michael focuses on the development of our Applicant Tracking System. With almost five years of experience in the applicant tracking field and a background as a customer implementation manager, Michael brings a customer-focused approach to Paycor.