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Despite tech advancements and the adoption of best HR practices, most employers struggle to hire quality talent fast. Only 30% of employers fill roles within 30 days, while the remaining take 44 days to hire. The average interview process lasts for 23 days and costs $4,700 per hire. It could take even longer if managers schedule one-on-one sessions. Because of the extended recruitment process, a staggering 92% of job seekers quit at the application stage.
Quality hiring at speed is tough. To succeed, talent acquisition managers need to adopt effective recruitment strategies. This article looks at fast hiring strategies that can ensure your organization finds the best talent quickly.
Technology and automation can reduce subjective bias, save time and lessen HR workloads for talent managers, leading to an efficient recruitment process.
An applicant tracking system can help TA leaders track candidates from the moment they apply for the job all the way to hiring. It helps to streamline recruitment in the following ways.
Pre-employment tools can streamline tech hiring for talent leaders. These tools help evaluate candidates’ skills, personalities and cognitive abilities. They also bring efficiency to hiring, leading to better outcomes. As a result, talent acquisition leaders can quickly find candidates with the right skills and values.
Crafting and optimizing job descriptions is the key to attracting suitably qualified candidates. Talent managers should create descriptions that use strong, human-centric language and action-driven words. Use headings and bullet points to improve readability. Job descriptions should be concise, outline primary duties and focus on requisite skills and qualifications. To improve search visibility, use relevant keywords and phrases to attract clicks.
Recruiters can use these strategies to develop a talent pipeline.
It pays to have a robust talent pool of previous applicants and even passive job seekers. Whenever a position arises, talent managers can quickly fill it from the pool of prescreened candidates. Proactive sourcing reduces the time to hire and leads to higher-quality hires.
Talent managers can also find top tech talent by seeking employee referrals. In this arrangement, employees refer candidates with the required skills and who understand the company’s culture and values. Such programs are not only cost-effective but can lead to better hires. Encouraging employees to refer candidates also creates a sense of involvement among existing staff, bolstering commitment to the company.
Whether hiring a computer engineer or an IT analyst, talent managers can quickly find candidates on tech-focused job boards such as Dice. The platform matches candidates with jobs tailored to their skill level and experience, which makes it easy to find potential fits. Plus, they share hiring resources, including employer advice.
Tech-oriented boards feature candidates from various tech backgrounds, including software development, information technology, web development, cybersecurity and data. They’re perfect for scouting candidates to fill tech-related positions.
Talent managers can use these strategies to quickly identify top candidates without compromising quality.
Artificial intelligence has revolutionized many industries, including HR and recruitment. Thanks to AI talent acquisition, TA leaders can enjoy speed and efficiency in tech recruitment. AI-powered software can collect and analyze data and provide actionable insights to recruiters. Because AI can mimic human intelligence, it can perform mundane tasks, speed up screening and overcome hiring challenges associated with traditional recruitment. However, talent managers should not over-rely on AI tools at the risk of losing a human touch.
Video interviews are extremely popular and even helpful when searching a global tech talent pool. Video tools such as HireFlix, Google Hangout, Microsoft Teams and Skype can make these interviews possible. For busy TA leaders, video interviews have many advantages. They’re easy to schedule and conduct, provided there’s a stable internet connection.
Talent managers should also adopt skills-based recruitment when hiring technology talent. This strategy focuses on selecting candidates with the skills to perform the job rather than merely experience. A state of skills report by TestGorilla shows that 94% of employers believe skills-based hiring is more effective than resumes. 78% of employers say using skills-based hiring reduced the cost-to-hire. Candidates hired based on their skills are not only happier, but they also perform better and stay longer in their roles.
Talent managers can also use structured job interviews to evaluate candidates for tech roles. With structured interviewees, managers assess candidates objectively and consistently with specific questions. A standardized approach ensures the hiring team is on the same page. It also reduces unconscious bias and improves the accuracy of hiring decisions. The result is that talent managers can feel confident they’re selecting the best candidate for the position.
Talent managers need to measure the effectiveness of their recruitment strategies. 82% of companies believe data is crucial in talent acquisition. Data can help talent managers identify bottlenecks and update their recruitment strategies. Some vital tech recruitment metrics to track hiring quality and speed include:
It’s possible for talent acquisition managers to strike a balance between speed and quality during recruitment. Hiring success hinges on utilizing HR technology, optimizing the hiring process and making data-driven decisions. Talent leaders can achieve better outcomes by conducting ongoing evaluations and fine-tuning recruitment strategies based on well-defined metrics.
Key takeaways:
Use the above strategies to improve hiring speed and quality. For more tech hiring advice and insights, explore the resources on Dice.com.
Dice Staff
