Why is Time to Fill an Important Recruiting Metric

Breaking down Time To Fill

How can you measure the efficiency of recruiters? Well, it is the time to fill or time to hire that demonstrates how efficient the recruiter is. The long time opening of the job posting indicates the in productivity of the recruiting team. It indicates that the services are disrupted and the current employees are taking the burden of that extra job.

That is why; the accurate measurement of time to fill becomes necessary. The fellow managers should be able to provide realistic time frames in order to fill the vacant positions.

Moreover, the metric time to fill provides an insight into their own strategies, resource allocation and planning of budget. Longer time taken to fill the positions will result in higher cost per hiring.

How to calculate time to fill?

It is a simple calculation that helps in measuring the definite time period. It represents the time taken by the company to fill a position. However, the starting point or the reference point can be any of these three.

  • When the hiring manager submits the job opening for approval.
  • The job is approved by the HR or Finance.
  • The job posting is advertised by the recruiter.

The end of the time is marked by the moment when the candidate accepts the job offer. The starting point can be any as per your company policy but the ultimately target remains to fill the positions and teams consistently.

How to calculate average time to fill?

The average time to fill can be calculated with a simple formula. Adding all the time taken to fill the different positions and dividing it by the number of roles gives you the average time to fill. For example, if you hired for total four roles and it took 10, 20, 30 and 40 days respectively, then the average time to fill is

10 + 20 + 30 + 40 / 4 = 25

The positions that remain open for most of the times cannot be included in the calculation of time to fill or average time to fill. The opened positions will greatly inflate the average time to fill affecting the efficiency of your hiring process.

What is the ideal time to fill?

According to the Society of Human Resource and Management (SHRM), the average benchmark for time to fill is 42 days. It accounts to be 59 in the Engineering industry.

Different companies can have different time to fill irrespective of the efficiency of their recruitment process. You need to calculate it internally for the sake of your company.

How to reduce the time to fill?

These efficient recruitment strategies can effectively reduce your time to fill.

Take a look at the ideas:

Build a candidate database: It does not make sense to start looking for candidates from scratch every time you find an opening. Refer your ATS that may have a list of candidates who have made it to the final stages of hiring. Also, you may have data of the candidates who by chance, applied after the position was filled. This candidate database can be really helpful at the times of need.

Source actively: Passive candidates can help you build a great pipeline. Try to lay a strong foundation and build relationship with them. It will help you at the time of the job opening and you would be able to contact them directly.

Scrutinize your time to fill: Time to fill does not compromise of a single term; instead it is build from different layers. Time to interview, time to send application, phone screening and a few other processes. Analyze how long each stage takes and how can you improve it by decreasing the time taken.

Create an effective referral program: Keep sending the reminders of your job openings to your colleagues and offer your current employees with referral incentives. An email with the job descriptions and employee recommendations can be a great way to remind. The process will help to reduce your efforts on job advertising and resume the process of screening.

Use on-demand recruiting: At Vested, we understand how difficult it is to find the right candidates. This is why we started our company – to take away the stress from candidate sourcing so your HR team can focus on talent retention and other HR internal functions.

You can hire a traditional recruiter and pay as much as twenty percent of the first year salary for every hire. Or you can try Vested’s on demand subscription for only $999 a month.

The talent acquisition leaders need to well-versed with all the techniques to enhance their overall performance and speed up the process.

(photo from pexels.com)

Why Hiring an HR Team for a Startup is a BAD Idea

Startups are the most raw and original form of a business. They are hard because they face uncertainty and lack of resources.

They know their destination but the direction and the way towards the destination changes each day. But, they grow as they move.

Hiring, candidate sourcing and growing your people along with the company is one of the toughest challenges you face while growing a business. HR is one of the most challenging and ignored aspect of running a HR. Why it is ignored in the initial years?

One should not hire a full-fledge HR team in the initial years because of the size of their business. Startups are small and they don’t need and afford a specialized team in order to manage their staff. However, these are not the only reasons to not hire an HR team for your startup. Following reasons will further clear my point.

Startups are inherently goal oriented

What is the purpose of hiring an HR team? They do not get numbers for your next quarter. Then, what? The purpose of an HR team is to measure the overall performance of the team and train them according o their potential. They provide strategic thinking to the leadership and support them in their Human resource related decisions. Apart from this, they perform the duties of recruitment. Basically, they are aligned towards the goals of the company. All these point are invalid in the case of a startup.

All these functions are done collectively till the count of the employees reach 50. The whole team remains together in the compact office size. All the potential and strategic thinking is done on the products and marketing. Startups are already goal oriented and they do not need any HR team to direct them towards the goals and orientation of the company.

PEOs provide the backbone

It is the back office operations of the HR that are crucial. They perform the duty of paying salaries, deducting taxes, benefits and withholding the funds. Startups also need to perform all these duties and that’s why they pair up with Professional employee organizations (PEOs).

Instead of creating an HR platform, they outsource all these duties to the PEOs. Outsourcing payroll, health insurance and other things is quite cost-effective and you end up paying nothing as compared to the cost of HR team.

A PEO enters the startup in such a way that it becomes it HR, payroll, benefits employer of record, takes the responsibility of employment tax and every other responsibility of HR. The other day-to-day aspects of the employees are taken care by the startup itself. In this way, the big company benefits are extracted from outsourcing by spending just an inch of money.

Why employees join and stick around

An employee joins a company and lasts there for three particular reasons:

  • The salary and the economic returns they get.
  • Their learning and building process
  • To have fun

Inspite of well-settled and established companies, Startups optimize all these three requirements. And this is why the traditional companies need HR to sell their jobs and buy employees. HR needs to market the benefits of having jobs in traditional companies in order to retain these employees.

Startups are equipped with solving bigger issues and one solution returns in magnificent economic returns. Money does not remain a trouble in such cases. The learning is also a constant process because it involves the things that are new and needs to be established. And the employees have lots of fun in order to create these open-floor plans and implement them.

Startups have people with enormous energy who work in pre-assumed direction with all their dedication. They do need anyone to manage their energy or channelize them because they already do much more than their capability.

Their stamina and enthusiasm simple ends the need of an HR. They do not need voices around them because they keep too busy in listening to their extinct and colleagues. You and your team remain accountable for everything. Their behavior accounts and contributes to the vision of the company.

Each of the duty of the HR can be easily outsourced. It will save you from expanding your space and funds both.

(Photo from rawpixel.com from Pexels)

How to reduce recruiting costs when hiring new employees?

It is a common observation that the largest chunk of the budget of any business is spent on their operational cost. Imagine how the sack of cost will rise when you will add 10 new employees to your company in a year.

That is why; you need to calculate the actual recruiting cost of your company so that you can later eliminate or reduce it.

Unfortunately, you never get a new hire without spending money. However, it is necessary to reduce the recruitment cost and to work on time to hire. It significantly depends on how you are spending it. The cost needs to be calculated.

Most of the companies only calculate hiring fees, referral fees and advertisement cost but you need to take account of how these costs differ depending on the type of role you are recruiting for.

The cost of the recruitment varies from company to company and region to region. Apart from this, there are many other factors that influence the cost of recruitment like advertising expenses, recruiter salary and bonuses, employee relocation cost, sign-on bonuses etc.

Whether you are sourcing candidates on your own, hiring a pro or employing fractional recruiting, there are 7 techniques that can reduce the overall cost of recruitment process.

Tap into advocacy: How do you choose a restaurant or finalise a holiday destination; you look up reviews online or ask you near and dear ones. Job seekers take the same kind of approach. They ask their trusted colleagues, peers or friends about the impression of employer. They consult their social media network on Linkedin and Facebook and check reviews on Glassdoor and scoop to check with the image of the company.

Encourage your staff about sharing their work experiences on social media platforms if make them feel happy and satisfied at work. It will help you create a good image of your company. That is how; the powerful and inexpensive tool of advocacy can make a change in your recruitment strategy.

Introduce a referral scheme: A referral scheme means that you will set aside a fixed-budget to pay to the employee who refers a new employee to your company. It is a kind of thank you bonus which is provided to current employees for introducing new employees to the organization. This system can be cost-effective in long-term. Employees will only refer people; they already know and are aware of their skills and commitment levels. They are aware of your company culture and know who can fit in the role or not.

Take advantage of social media: It is good for employers being willing to communicate at social levels. It will provide candidates with insight into your world. They will know about your work ethics and culture in your company. This transparency and authenticity will inspire them to believe in your visions.

All it needs is some time spent at the right platforms. Putting together right messages and right campaigns will initiate your interaction with your followers. Rather than reaching to every platform, choose some specified ones to target your audience group.

Use the right tools for your job: Recruitment is all about the tools you use. If you do not have right tools by your side, your cost-effective structure would be hampered. Invest in Robust application tracking system. It will help you to streamline your process. Make sure that all your technology is pulling your organization in the same direction. Money invested in right direction is always paid-off. Moreover, using tools for recruitment purposes will make your life stress-free.

Create a clear and compelling job advertisement: The job advert you create and stumble it on your website, social media platforms and other places is the first introduction of your website to the job seekers. This is a crucial experience and it has to be impressive.

If you want to look out for an efficient candidate, your advert should be well-written without any spelling or grammatical errors. It needs to be compelling, optimized for search and clearly outlining the key requirements and responsibilities of the job.

Make sure to put on genuine responsibilities only. Mentioning “degree required” can make you lose on some potential candidates. Also, make sure to mention the working hours whether your opening is part-time or full time.

These are the small tweaks that won’t cost you a fortune but, it will surely transform your recruitment structure.

How to speed up the hiring process timeline?

Hiring is a tedious task. Even, it can irritate everyone involved in the process. Moreover, it is a time-consuming process.

It is hard to find talent. It can be costly and time consuming. It comes and goes in the blink of eye.

A company needs a pace to acquire adequately comparing candidates and secure these top performers.

The top performers might move to other companies and positions if your hiring process takes too long.

In a survey, the recruiters asked a question about the most common reason behind candidates rejecting client job offers?

One-fourth of the candidates step back because companies take too long to make an appropriate offer.

To keep clients interested it is necessary to shorten the timeline of hiring process.

Tips to shorten the timeline of hiring process

Recruiters can speed up the hiring process by following these ways:

Be more selective about candidates

It is important to be more selective about the candidates you interview and send to your clients. Being choosy, saves you from initial vetting and interviewing stages. Instead of interviewing 25 not so good candidates, it is better to interview 10 exceptional candidates.

Spend more time and effort in sourcing for exceptional talent.

Make sure that you send only most qualified candidates to your clients. This way, your client would have to interview a limited candidates and it will speed up the process of hiring. It will fasten up the process for candidates as well.

The easiest way is to narrow candidates in starting as it saves you and your clients from hours of work. You can cut out the hiring work by weeks this way.

Cut out the unnecessary steps

Usually, there are a few steps in each task that take longer time. Identify these steps in the process of hiring and clean them up. Eliminate the unnecessary steps involved.

Utilize technology

Technology can help you to speed up the process of hiring. For example, video interview is the invention of technology. All this information can be placed in a well-developed careers page on your company website.

Candidate does not need to fly down from another city for the interview.

It allows you to complete interviews faster. If selected for next round, you can conclude a face to face interview with the same candidate.

Think about using on demand recruiting. It’s easier (and less costly) to subscribe to a recruiting monthly subscription to find candidates. Let others do the heavy lifting (candidate sourcing).

Automation processes are also of great help. For example, an automated email can be generated if a candidate efficiently completes some specific steps of the interview. The triggered email will explain about the next steps of the recruitment. It will save your communication time.

Eliminate software programs

Consolidate your already existing recruitment software. Go for software that possesses more features and you do not need to log in and out constantly. It saves you time from tracking down and transferring information from one source to another.

For example, you can choose software that includes a tracking system for application, job posting function and email marketing service. With such software you do not need to switch between different programs to track recruitment and complete your work.

Check references sooner

Checking references sooner will help you to speed up the recruiting process. Often, recruiters do not check references till the end of hiring process when an offer is near. There is no point in waiting for so long.

When you ask candidates for the references when the hiring process is almost done, they spend a good time to collect the information, round it up and send to you. On the contrary, if asked in time they will gather the information soon and pass it to you. Checking references sooner will help you to make a quick decision.

It doesn’t mean that you need to ask for references when the process is in pipeline. It will slow down the process even more. Choose a place in between where having the reference can help you. For example, you can ask for a reference when you ready to send a candidate to the client.

A quick communication between parties

As a liaison between your client and a candidate, it’s your duty to communicate quickly. The speed of hiring process rests on your back. Follow up with your clients and candidates throughout the process. If requires, you can also pressurize them a bit by encouraging them to share all the required information and their decisions faster.

(Photo from Pexels.com)

How to attract candidates by improving your careers page?

A career page of the company is its pitch. It is a showcase where you can represent the candidates why your company is attractive.

When it comes to HR management, one of the hiring best practices is to develop a compelling career page. It makes it easy for the candidates to apply for open roles.

We have enlisted a few careers page examples that will encourage potential candidates to apply to your jobs:

Display your jobs prominently

Careers page is meant for job listings. Job openings should be listed in such a way that a candidate can find them in minimum number of clicks. Get your careers page designed in such a way that display jobs and job filters are located on the front page of the website.

This page is an example of display page of business intelligence Software Company. The grouping of jobs is done in a clear and accessible way.

Aim for a hassle-free application

No one likes the lengthy application process. Candidates quit this lengthy process. When the candidate clicks on the “Apply” button, he definitely does not like to answer the questions with the information he has already mentioned in his resume.

Test drive your already existing careers page design and ask these questions to you:

  • Are all the mentioned fields necessary?
  • Is it necessary to ask for this information at this stage?
  • Is this information available on the resume or social media page of the candidate?
  • Is this questionnaire relevant and makes sense? (egs multiple choice vs open end questions)
  • Are we asking about any pertinent information (college grades)?

Prefer a quick and streamlined design over a complex one. Ask hires to upload their resume and cover letters and answer only a few relevant and qualifying questions. Choose a single page application form over anything and an Application Tracking System (ATS) can help you in this.

Showcase your culture

Candidates want to have a clear picture of the company in which they are going to apply for an open role. Careers page is an ideal place to showcase to spotlight the culture, mission and visions of the company.

It offers candidates an insight to what they are looking for, and to understand if they are the right fit. You can easily communicate your message through videos, slogans and graphics.

Talk about your benefits

Information about benefits is always welcomed and appreciated by candidates. It is most important job attribute an employer can offer.

A few companies display the “benefits they offer” content on the front page of their careers page.

Offer inside information to job seekers

A hire definitely wants to know if your company is worth applying or not. That is why they visit sites like LinkedIn company profile or Glassdoor to gather behind the scenes information of the company before applying. Personalizing your careers page with your team member’s views really works.

Keep your careers page current

Have you ever realized that managing your company’s career page can attract job seekers in your company?

Managing in general means responding to the reviews and sharing details about your culture.

Updated accounts help candidates to visualize how your company works and grows.

A mobile version of your careers page

Nearly 60 percent of people prefer to apply for a job that offers a page for their mobiles. They try to save the page on their mobile and use it later on their laptops. A mobile career’s page has become must in today’s time. It reduces the bouncing rate of hires.

These few tips will help you to improve the mobile version of your page:

  • Keep your copy short and punchy: No one likes to scroll through the long paragraphs of copy on the mobile.
  • Avoid graphics or videos that take long time: The pages that are not easily accessible are frustrating.
  • Make sure your page adapts to every screen size: Candidates may access your page from different devices like laptop, mobile or tab.
  • Simplify the process of application: Going through different pages can be annoying. Different pages take more time to open up in mobile. Avoid popup windows.

Measure and test your career’s page effectiveness

The conversion rate defines the success of your career’s page. IT is important to track your conversion rates as it informs you about how people interact with your page.

Your careers page is a showcase and branding tool of your company. It helps you explore new opportunities.

(Photo from pexels.com)

What to keep in mind while hiring for startups

A startup is literally a bunch of people, starving hard for success.

In the beginning, the team comprises people who signal for their ambition and set their limits.

No one is perfect and an outer help becomes necessity.

Go for the people you can’t get. Grab people who have exquisite talent. Once you got a few of them, they will naturally attract many others like them.

Punch above your weight

This is a bit tricky. Punching above your weight is definitely not a luxury but it seems the most obvious choice.

A successful startup continuously shifts up its weight category. These people will help you to rise up and never get stuck.

Hire deliberately

Always remember, hiring is not filling for a job but it is for building a company. Make sure to hire first 20 employees deliberately keeping the future in mind. It is important to make hiring criteria before you start the process.

Do not hire someone just because he is general and available. These opportunists are bad hires, and they can sink your boat.

A pointless hire costs around $25-$50 and that’s a huge amount for a startup to waste. The first few hires play an important role in toning the future of the startup. Beyond the wastage of money, a wrong hire puts your future at the stake on the other hand, a deliberate decision makes this intrinsic thing a lot easier.

Pro tip: Never hire a person who badmouths about his previous employer or co-workers.

Hire for potential

Any successful startup will outgrow the current skills and roles, and will morph unpredictably well if the things work out as intended. The demands of the employees will also grow with the growing company.

Constant evolution is one of the most exhausting aspects of the startup. Owners call it “keeping up with their own company.” Though it is easy to hand on the current skills of the employees, it is quite hard to rate their potential. Taking account of their past can be a great professional help.

Most of the times, smart, hard-working and decisive people do great in their schools and colleges as well. Prefer high-achievers.

Pro tip: Including pre-interview assignments can help to choose people who are ready to go extra mile.

The Culture fit

It is hard to pin down but it is important to realize the fit between a personality and organization. Hires should be assessed on the basis of their behavior, mentality and their values for the organization.

Pro tip: Follow your senses while taking interviews. A small mistake in the interview will double up many times in the coming months if overlooked. Avoid people who have a bad attitude.

Go for people who have an opinion and who can talk about their likes and dislikes with utmost honesty. People who believe in mission, vision and values of an organization tend to care. This kind of people will be true while talking about their belief in your start up.

Hire for attitude, train for skills

It’s necessary to like a candidate before you hire him. It may sound highly subjective and unfair in the context of employee especially in a professional set up but it is important when you want someone to blend in your team. Your employees are your emotional reserve in the tough times.

Yes, the learning ability of a man matters but his attitude is certainly something that defines his character. Instead, checking him for specific skills, do check their prospect.

Pro tip: Behavioral interviews can help you out at such times. Bank a good number of questions.

Look for things you can’t train

Financial management or Google analytics are easy to teach but it is almost impossible to instill manners, etiquette, numeracy or ethics.

When you have a close group, as in startups, it is easy to transfer that skill and experience to your employees.

Skill can be taught and knowledge can be put to use but it is quite difficult to teach about work ethics or solid enthusiasm.

Only 11% of people fail because of a lack in their technical skill. Most of the people fail because they lack motivation and are unwilling to learn.

Pro tip: asking for references help.

(Photo by rawpixel.com from Pexels)

3 Ways You Can Make Your Freelance Resume Stand Out

When you’re in the freelance market, it’s difficult to create a resume because you don’t work for just one company. In fact, a typical week may contain work for four (or more) companies. This can make building a resume challenging. Freelancing also has an added layer of difficulty, because for many they are almost always having to be on the lookout for new jobs. However, there are a few ways for you to make your resume stand out with a potential employer.

Provide Only the Necessary Information

A good resume should only be a page long. If you have a significant amount of information to share, it can extend to a second page. Since you don’t have a lot of space to work with considering your contact information has to go at the top, you need to be selective as to what you include.

You don’t need to include a full paragraph to identify your objective, every job you have ever worked, every award you have ever won, and a long list of your hobbies. It’s simply not needed.

Instead, focus on the information that is necessary. You may want to customize your resume for every type of position you are applying for so that you can highlight the most pertinent information. Ladders explains, “include several success words that will quantify more about what you do and how well you do it. Success words are variations on just saying, “I did it”. Make your verbs active verbs and not passive.”

Use a Simple, Skimmable Design

Having a unique resume is important, but it’s also important to not deviate too much from the norm. College America explains, “a key element to create a standout resume is to make sure the layout promotes easy readability.” If potential employers have to search everywhere for the information they are looking for, they’ll simply skip over your resume entirely.

Don’t go overboard with bright, bold colors. While you may be tempted to stand out from all of the other resumes, it will do so in a negative way. Stick to the standard resume templates to ensure that you are giving hiring managers what they need in a way that they can read it quickly. If you provide enough information that gets their interest, they’ll contact you to learn more.

Include Relevant Experience

Make a Living Writing explains, “with the upcoming recession for freelancers, many are looking to focus on jobs with big companies to avoid any kind of gap in work. When this is the case for you, be sure to include relevant experience for the job you are applying for.”

Don’t hesitate to include a list of clients you have worked for and their websites so that a potential employer can see your work.

In the end, building a freelance resume is similar to any other resume. Focus on the information that is relevant and keep the design simple.

If you’re looking for a new job, see how Vested can help!

Most Common Hiring Costs Employers Should Know About

Hiring new employees takes a great deal of patience, analytical wit, time, and money; the latter of which forms the subject of this article.

How much does it really cost to bring on new workers in 2019?

Well, aside from straightforward expenses, there are a few hidden costs that can inflate your budget beyond expectation. We’ll take a look at these factors to help you accurately predict your recruitment spending.

The external hiring team

The luxury of a dedicated HR team is an expense most startups choose to do without, instead opting for an external hiring team when the need arises.

This approach has proved very profitable to small enterprises as it cuts costs for periodical work. Data indicates that heads of small businesses spend 40% of productive hours on non-profitable tasks like hiring.

By offloading this work to others, the organization can ensure all hands are on deck with regards to core business matters.

When outsourcing recruitment to agencies, the cost is a commission based on the salary of the role being filled. For top jobs, this commission can exceed 25% of the role’s annual salary.

Recently, one company confessed to spending a staggering $16,000 each year to get just one placement which goes to show the hefty fees employers can incur for a seemingly straightforward exercise.

Moreover, finding talent is becoming harder so firms will spend more time and money to do so.

This is why we came up with the subscription hiring model at Vested. For just $999, we will identify, and recruit the best candidate for your business.

Our innovative approach returns high quality candidates at a fraction of the cost of firms charging 25% of a role’s yearly salary.

The internal hiring team

Once your business has developed into an enormous entity that can sufficiently hold its own, it becomes a necessity to have your own hiring team.

Having such a dedicated team comes at the cost of adding all of these staff members to the payroll. For instance, you will need at least one HR manager, whose salary can exceed $90,000 depending on their niche.

Hiring additional HR staff to source candidates, conduct screenings, and place/monitor job advertisements will result in additional salary costs.

Setting up an internal hiring team is only feasible if the increased wages remain below what you would have initially spent on a third party recruiter.

Of course, to realize a larger return on investment you can provide additional tasks to the hiring department so that its members contribute to other staffing-related needs like overseeing your benefits program.

Career events

The aforementioned scenarios represent the lion’s share of recruiting costs. Moving on though, career events also contribute significantly to the remaining percentage.

Even in the digital age where almost everything is done online, physical gatherings remain an important avenue of employment.

A fact substantiated by a Glassdoor study that indicates three-quarters of all employers attend college fairs which is why new college graduates make up 57% of all new hires.

Every such event attracts participation fees ranging between $125 and $225.

However the final tally is a lot higher as it excludes expenses such as marketing materials, travel, accommodation, and other prerequisite needs.

Background checks

Background checks are a must have to verify educational qualifications as wells as criminal records. You are looking at costs between $5 and $80 per applicant, which can add up quickly with a large candidate pool.

Other common hiring costs also come in the way of training/onboarding to get the new person up to speed with the organization’s workings; job boards fees, i.e. ads; and salary plus extras such as signing bonuses and benefit packages.

Final verdict: what to expect in a nutshell

According to the findings of the National Association of Colleges and Employers, $7,645 is the average cost for adding a new employee to a company of 500 people or less.

Glassdoor, on the other hand, says that the average U.S. company takes not only 52 days to find a suitable employee but also $4,000 to do so with all factors considered.

Meanwhile, the Society for Human Resource Management puts the preceding figures at 10 days lower and $129 higher.

Hence, the best option would be to hire a recruiter at Vested.

At $999 per month, it’s much more economical than paying 25% of the first year salary of your hire.

How The Best Recruiters Build Relationships

Let’s face it – when we get hired as a recruiter, they expect us to be the staffing solution for their hiring managers. 

We help with:

i) scoping out the role — i.e. creating job descriptions,

ii) performing market research such as comp salaries and titles, and

iii) providing recommendations on who to hire and how to conduct interviews.  

As talent acquisition specialists, the more varied the rolls we help fill are, the better our recommendations become.

One of the most frustrating things to a talent acquisition professional is when the requirements of the role change during the search.  One way to avoid this is by building a strong relationship with your hiring manager and flushing out the entire recruiting process before getting started.  Here are a few suggestions on how to develop strong relationships with your hiring managers.

1) Interview Hiring Managers Up Front

This might be incredibly obvious, but we all know recruiting is a people business, and building relationships is the key to success.  Don’t open any role without first sitting down with the hiring manager to understand how the opening came about and what role they expect the future employee to play on the team.

Having face-to-face communication up front is the key to stronger bonds especially when prolonged openings occur.  This will also help to break the ice and gather insights to screen candidates.

2) The Art of Listening

Recruiters often make the mistake of talking more than listening.  A good recruiter treats meetings with hiring managers and candidates as opportunities to get more data points to inform their decisions.  

Each role has some nuance for requirements — for instance some hiring managers look for future leaders and some are looking for functional players.  It’s the details that matter for your process; so make sure you are asking the right questions and listening carefully to the answer.

3) Develop an Opinion and Then Make a Recommendation

The job of any recruiter is to be an expert in hiring.  While we may not have the ability to assess technical ability we should have an opinion on culture fit or how a given background fits with the rest of the team.  

We should have an honest and impartial opinion about candidates so that we can maintain a trusted advisory position with hiring managers. As part of the decision-making team, we must share an informed opinion about the candidates.

4) Be to the Point and Concise

As a recruiter, you need to be in constant communication with your hiring manager. Two-way communication is a good starting point; there’s another element: conciseness.  

Have a recommendation, stay on point, and communicate clearly to help the hiring manager understand their choices and your preferences. Stay strictly on-topic and avoid ambiguous statements.

5) The Final Word

There is no doubt that you should build strong relationships with your hiring managers.  This will have a positive impact on the team and your process. Most importantly, it will improve the quality of personnel that you hire.  

This is easier said than done and our advice is to continue to hone this skill.

 

Can’t Decide Which Candidate to Hire? Look at These Factors

As a hiring manager, you might have an overwhelming number of qualified candidates to choose from when you’re trying to fill open positions at your company. When it is hard to differentiate between the qualifications of many candidates, you will need to look beyond their resumes and work experience to find the best fit for the job. If you are having a difficult time deciding between candidates, here are a few tips to help you make your final decision:

Personality Fit

As a current employee of your company, you are in the ideal spot to determine if your potential new hire has the best personality for the position. Personality assessments look at many factors, including interpersonal skills, emotional intelligence, and other factors, to help determine if your potential new-hire has the best personality for the position. Be sure to think of your company’s culture and how this candidate might fit in with the group. Sometimes, a conflicting personality might be what gives one candidate the edge over another. Introducing potential candidates to your team prior to making the hire can be a good way to determine if they will be the right fit with your company’s culture. These intangibles can make a big difference down the road, so take care to choose wisely.

Skills Assessment

A skills assessment is a great way to objectively determine who is the strongest candidate for the job. A black-and-white skills test will help you to assess where each candidate lies in comparison to one another. This will take all of the guesswork out of the process by objectively identifying the strengths and weaknesses of each candidate so that you are not blinded by other factors.

How Well Does Education Match Up

There are certain jobs that do and do not require degrees. If your open position does, then you can help choose a candidate based on how well the position matches their education. For example, say you were hiring a benefits specialist or some sort of recruiter. A degree in business administration degree, versus a degree in general business, is going to prove slightly more experienced and knowledgeable of the concepts that are going to be used on the job. This can be a tie breaker of sorts for you, if you have trouble choosing between two candidates.

Look Beyond the Resume

When evaluating a resume, it is important to look beyond the relevant work experience and educational background. Especially if you are comparing two candidates to one another, you should look to see which resume conveys a more professional tone.

Long-Term View

If you are still having challenges determining which candidate is the best for the job, it is recommended to take the long-term view and try to visualize each person in the future of your company. Although you clearly have short-term needs that have to be addressed immediately, it is also critical that you pick a candidate who is willing to contribute to the team for years to come.

In a hot job market, it can be paramount to make hiring decisions quickly. By having these considerations ready to go, you can make an offer immediately. Working with Vested to find candidates will bring you more qualified job seekers and reduce the time to hire by 55 percent! Contact Vested today for a consultation.