5 Better Uses of Recruiter Time Than Scheduling
It takes an average of 42 days to fill a given position, with the interview process lasting an average of 22.9 days. If nothing else, these mind-boggling statistics reveal the amount of work that recruiters put in to pull off every successful hire.
But these inefficient and drawn-out processes also show that there’s ample room for improvement. The answer lies in the type of hiring platform and technology companies choose.
The immediate benefits include more time for your recruiters to achieve strategic and value-driven tasks. Here’s how their newfound productivity can be better put to use:
Engage passive candidates
If you want to build a reliable talent pool, the dialogue you create with passive candidates will be paramount. These are professionals who are either working or between jobs, but aren’t actively searching for a new role. They comprise as much as 68% of the global workforce, and they’re absolutely crucial to the hiring success of positions that demand niche skills, such as engineering or finance.
Finding better talent sources
Talent sourcing and acquisition are resource-intensive. In fact, today’s hyper-competitive recruitment business means it can be the defining factor for many companies. The best candidates are probably not actively looking for jobs.
Why? Simply put, it’s likely they’re at a job they love with compensation to match. This calls for recruiters to become proactive and creative, both during the search and persuasion phases of the hunt. With more time to devote here, their chances of landing the best talent will only rise.
Upskill and grow
Knowledge is power. Today’s disruptive technologies are constantly shifting business priorities and goalposts. It’s imperative for businesses to help their employees grow, not merely as a positive gesture but to remain competitive.
Recruiters can utilize the extra hours gained from automating low-value tasks to learn more about the intricacies of their trade, acquire new certifications and nurture stronger talent relationships.
But there’s another side to this. Employee expectations change rapidly; professionals are less likely to be satisfied with their jobs if they aren’t given new opportunities to explore, learn, grow and develop – recruiters included.
Reconnect with past candidates
Even if they’ve turned a candidate down, recruiters often have a habit of coming back to them at some point. After all, geographies are static, talent pools are limited and people’s qualifications change with time.
With automation, it’s easy to see who’s been turned down for a previous role. This helps recruiters take a breather and gather their thoughts before they reconnect with prior candidates who might now be suited to a new role.
Recruiters know that every interaction with candidates is a brand impression. If it’s a memorable one, they’re bound to look at a new role in a more positive light. The result is an immediate drop in the effort needed to persuade them that they belong at this company.
Develop new strategies
When was the last time you added something innovative to your recruitment process? Better yet, how involved is your team when it comes to developing new hiring strategies? Chances are next to none, what with how much admin work recruiters have.
Automation makes this a breeze by removing the monotony of recurring tasks. As a result, quality of hire and time to fill can be enhanced, and candidate experience gets a significant boost. Recruiters can become part of a much bigger picture, such as recruitment marketing and employer branding.
Hire smarter, faster & wiser
By bringing these (and many more) benefits to the table, an automation platform like My Ally is the perfect partner for any hiring team. Find out more about how we can help your talent teams focus on innovation instead of administration.