If you’ve watched the movie 300, you know the secrets to how King Leonidas’ men stood up to the legions of ancient Persia: organization, teamwork and efficiency. Call it a stretch, but that’s exactly how you succeed in talent acquisition as well.

If you really want to wow candidates and sign the best ones, start by putting your own house in order first.

Here are seven ways improving your recruiting efficiency impacts the way candidates experience your company and its hiring process:

  1. More money, more problems. Running a team that’s efficient from a resource standpoint isn’t just good for business. When senior management is satisfied with your operating costs, they’re less likely to find fault over the little things. This lets your recruiters get on with doing what they do best, instead of worrying about protocol and process. If you think you could be doing more to help your recruiters achieve optimal efficiency, start with the basics.

  2. Get that ‘yes’. The whole point of the recruiting game is to get your first-choice candidate into the job. If your team is seeing too many rejected offers, it might be a sign that something’s wrong with the efficiency of your recruiting process. A low salary can be negotiated, but candidates who turn you down outright likely saw or heard something they didn’t quite like during their time in your pipeline. With our solution, you’ll see up to a 40% rise in offer acceptance. 
  3. Worry begets worry. When efficiency is out the window, people catch on quickly. If your recruiters are stressed about the possibility of downsizing, that’s going to carry over into the way they interact with candidates. They might even make promises they can’t keep out of desperation to prove themselves indispensable. And then you’re left with a very unhappy candidate – or worse, employee. 
  4. Watch those windows. When the very best professionals decide to switch jobs, they’re on the market for an average of 10 days before someone hires them. If your team is focused on an executive hire or trying to hire someone with a rare skill set, you’re probably looking at fine margins like this. Now imagine having to do a dozen other things while trying to get that over the line, and you have a fairly good idea of what it’s like to feel the pressure in an inefficient system. 
  5. Successful recruiting demands focus. It’s not easy persuading someone to spend 40 or more hours a week working with the same group of people. So if your recruiters aren’t paying close attention, candidates will slip through the cracks. Some of them will likely be highly qualified, and you’ll have lost them to competitors solely because your people had to spread themselves too thin. 
  6. Time is of the essence. Like all jobs that are built on people relationships, recruiting takes time. If your people feel rushed or overburdened, they aren’t going to be at their best with candidates. Automating tasks like rescheduling interviews can return 20% or more of work hours back to recruiters, letting them engage meaningfully with talent. If you need a solution to help you make strides here, we can help. 
  7. Vibes carry forward. The kind of candidates you want to hire for your company aren’t just technically gifted. They’re efficient and organized, and they have tremendous respect for others like them. The best way to persuade them to join your company is with actions rather than words. Put a well-oiled recruiting machine in place, and you’ll rightly give off professional vibes that will make your company more attractive to A-grade talent.

Recruiters are the window to any organization. The way your team functions determines the first impression candidates get of your workplace. Appear disjointed and neglectful, and that’s the picture they’ll draw of the company at large. Best case, they’ll tell everyone they know. Worst case, they’ll tell everyone via Glassdoor.

To sum it all up, by running a more efficient recruiting team you’ll:

  • Enjoy greater operational independence from senior management
  • Give off a professional vibe that attracts talent with a similar mindset
  • Enable your recruiters to focus on candidates, not admin work or job security
  • Convince first-choice candidates to make you their priority as well
  • Allow candidates to enjoy the interview experience, hired or not
  • Strengthen your employer brand, making it easier to hire top candidates

Happy hiring!