Find Time to Lead: HR & Efficient Recruiting
efficient recruiting

Find Time to Lead: HR & Efficient Recruiting

Are manual recruiting processes costing you time and money?

To make a real difference in the way your company recruits—to make the process smarter, more efficient, and to make the candidate experience something your whole team can be really proud of—you need to get out of the weeds and think strategically and holistically about finding and hiring top talent. Here’s the thing: that’s never going to happen if you’re relying on manual processes.

Just think about how much time you spend every week on managing just the administrative tasks that recruiting requires? Want to know how much time you’re likely spending? (If you have high blood pressure, you may want to skip this part.) Here’s a breakdown from Glassdoor:

  • Phone Interviews: 6.8 - 8.2 days
  • Group Panel Interviews: 5.6 - 6.8 days
  • One-on-one Interviews: 4.1 - 5.3 days
  • Background Checks: 3.1 - 3.4 days
  • Presentations: 2.7 - 4.2 days
  • IQ Tests: 2.6 - 4.4 days
  • Job Skills Tests: 0.6 - 1.5 days
  • Personality Tests: 0.9 - 1.3 days
  • Reviewing Drug Tests: 0.3 - 0.8 days

In other words, A LOT of time. So, let’s dig into the nitty gritty of where you’re likely spending the majority of your time with these manual processes.

Attracting Candidates

Waiting too long to hire in today’s competitive environment can mean missing out on in-demand talent. So, you’ve got to:

  • Calibrate with hiring managers to get jobs approved.
  • Post jobs to your careers site.
  • Advertise jobs to career boards and social media.
  • Spend time sifting through past potential candidates who you liked but weren’t a good fit at the time. What was that guy’s name again?

Engaging with Candidates

On average, each corporate job offer attracts 250 resumes. Of those candidates, 4 to 6 will get called for an interview, and only one will get the job. (Glassdoor) So now you’ve got to:

  • Sort and review those resumes. Remember that 250 number up there is for a single job. It’s highly likely you have a few more than that in your pipeline.
  • Respond to candidates.
  • Schedule interviews.
  • Conduct phone interviews.
  • Conduct in-person interviews. According to 50% of recruiters, three interviews come before an offer. (Glassdoor)
  • Manage predictive assessments.
  • Manage skills assessments.
  • Score candidates and gather feedback from the team.

Closing Candidates

Great! You’ve narrowed down your candidate pool, but guess what? You’ve still got a ton of work ahead of you. Now you’ve got to:

  • Manage all of the background and drug screen checks.
  • Check references.
  • Create and track the offer letters.
  • Repeat the process if your offer is rejected.
  • Compile performance reports and maintain compliance information.
  • Push your new hires into the onboarding process once they’ve accepted your offer.

Now, imagine if you could automate 80% of the above tasks. How much time would you get back? And, more importantly, what could you do with that time?

Attracting Candidates

By using an applicant tracking system, you don’t have the hassle of manually searching for candidates. You have recruitment efficiencies because they’re right there at your fingertips.

  • Jobs are posted on the most popular job boards with one click.
  • Because you have previous candidates in your system, a pipeline of top candidates is already at your fingertips.
  • Quickly identify qualified internal candidates with resume-matching technology.

Engaging with Candidates

No more paper pushing! Hooray!

  • Scheduling interviews with hiring managers is done through a single system.
  • Interview scorecards enable you to gather feedback and get the best people.
  • Templated, compliant email responses can be sent without ever typing a word.

Closing Candidates

When the deal is almost done, you can still save time. - Offer letters can be sent, signed and stored in one system. - Background checks start with a single click. - Once hired, your new hires enter the onboarding process without you having to rekey or retype important information. No more duplicating efforts or data entry errors.

To find time to lead, you need to streamline and automate the recruiting process.

An applicant tracking system (ATS) makes life easier on everyone involved in the recruiting and hiring process. If you already have an ATS that is less than optimal, or if you don’t have one at all, read on for the reasons you should have the best one available. ATS technology can help you with:

Organization

All of your jobs, applicants, candidates, resumes, hiring managers, interviews, reports – literally everything! – now live in one centralized place.

Automation

Once labor-intensive tasks like sorting resumes, communicating with candidates, posting jobs, scheduling interviews, collecting interview feedback, and compiling performance reports become automated through advanced workflows.

Standardization

Inconsistencies are eliminated through a standardized approach to recruiting. With features like dynamic email templates, job and offer approvals, pre-built analytics, and built-in compliance, we give you the structure that you need to properly manage everything.

If you’re in search of more inspiration or best practices to take your recruiting process to the next level, check out a complete list of resources in the HR Center of Excellence Recruiting Hub.

More to Discover

Case Study: Meeder Investment Management

Case Study: Meeder Investment Management

Adding Paycor Recruiting, Onboarding and Learning Management to their HR process helped Meeder Investment Management save time and increase employee engagement. “I love the ATS (applicant tracking system). It’s so easy to use. All the communication is right there. I can see manager feedback; I can see next steps. And then I click a button and all the [new hire] information seamlessly transfers to payroll. ” - Debbie Harris, HR Manager Prior to Paycor Meeder Investment Management, based in Dublin, Ohio, needed an automated recruiting, onboarding and LMS that integrated with their current system. Previously, they were tracking PTO by hand in Excel, manually entering new hire information and calculating paper timecards. Their LMS often...

FAQ: How to Hire People with Disabilities

FAQ: How to Hire People with Disabilities

Only 19.1% of disabled Americans are employed compared with 65.9% of the general population, according to the U.S. Bureau of Labor Statistics. Qualified job seekers with disabilities may be held back by companies’ fear of expensive accommodations or compliance regulations.If you’re interested in hiring people with disabilities, look no further. We’ve answered FAQs to help you remain complaint. Q: How does the federal government define "disability"? A: The concept of “disability” is defined by context. For employers, a person with a disability is someone who: has a physical or mental impairment that substantially limits one or more "major life activities," has a record of such an impairment, or is regarded as having such an impairment....

Webinar: Winning the Race for Talent - 2/19/20 @2pm ET

Webinar: Winning the Race for Talent - 2/19/20 @2pm ET

Paycor and HORAN Present Winning the Race for Talent Paycor and HORAN are teaming up to share research developed from thousands of organizations that lead to key pillars and a maturity model to help HR Professionals improve practices. Through the HR Center of Excellence, HR professionals can extend their reach and unlock their potential via professional advice, inspiration and action items that will help them make a difference in their organizations. This webinar will focus on the recruiting pillar and how HR leaders can effectively manage people to positively impact their organizations’ bottom line.Speaker: John Allen John is the Channel Partnership Director for Paycor where he focuses on delivering “Paycor value” to our Agency...

Webinar: March 2020 Web Summit - Soldier to Civilian: An Untapped Resource - 3/4/20 @3pm ET

Webinar: March 2020 Web Summit - Soldier to Civilian: An Untapped Resource - 3/4/20 @3pm ET

Do you know all the skills veterans can bring to the workforce? How about teamwork, performing under pressure and leadership skills just to name a few. In this session we’ll discuss the many reasons why veterans make great candidates for a number of job positions. Speaker: Rob ArndtRob Arndt is the Senior Vice President of Business Development with RecruitMilitary & Bradley-Morris Inc., the Nation’s largest and most effective connection point between smart organizations and the highly sought-after military experienced talent pool.Rob is a 14-year Veteran of the United States Marine Corps, who had served in military campaigns in Kuwait and Iraq before reporting to a duty assignment in Marine Corps Recruitment & Retention that...