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Need to Make a Fast Hire? Here’s How:

Posted by Alistair Neal

30-Mar-2015 13:00:00

The time it takes to fill a position now takes longer than it has in 14 years. Companies who employ more than 5,000 workers take, on average, 58.1 days to hire a new employee. That’s anything but a quick replacement. Mission critical and high-level roles need a faster hiring process so essential responsibilities don’t fall between the cracks. In order to cut the time a candidate is in the recruitment process, there are a few things you need to know and where you can cut corners. Use these tricks to fill open positions quickly to save time and money. 


1.   Use High Priority Job Ads

Some positions take longer than others to fill; the hardest roles to fill last year included sales representatives, IT staff and teachers just to name a few. These are riddled with obstacles and can be even more difficult to fill with organic searches alone. LinkedIn recommends to push key positions to the best candidates first instead of leaving the job advertisement to organic chance. After all, these sponsored jobs ads receive 30-50% more applications.

broadbeantwitter-01 Sponsored jobs ads receive 30-50% more applications. 



2.   Have You Looked Internally?

Again, it takes nearly 2 months to hire a new employee in a large company; not every position can afford that time. Typically, existing employees receive notification of open positions in the organization. It depends on the company culture if they are encouraged to apply for lateral or promotional positions. Charles Coy (@oleskoo), Senior Director of Analyst and Community Relations at Cornerstone OnDemand, said: 

“Recruiting an external hire can take months, from interviews and competency tests to background checks and compensation negotiations. With internal hires, time spent vetting potential candidates is often reduced to a few weeks since the employee’s information and performance evaluations are already in the corporate system.” 


3.   Clarity is Key, Start From Square One

An effective job advertisement starts with an thorough job description. Because job ads are fundamentally based on the internal job description, it’s important to have a strong foundation first. If a job seeker has difficulties determining whether or not they qualify for the position, chances are they won’t apply. Previously, we’ve discussed the importance of the substructure of a job ad; however it can’t rely too heavily on that description. Nikki Floyd, our Marketing Executive, said:

“Many candidates already have issues ascertaining the position’s necessary qualifications; 77.3% of candidates agree that details in a job posting would be more successful if there was more information about the actual position.”


4.   You Don’t Need to Interview Everyone

One of the most time consuming portions of the recruitment process is interviewing candidates, especially if you’re trying to fill a high-level position that requires multiple interviews. The good news is that you don’t need to interview every candidate. That’s true to not only make your internal hiring process run more efficiently, but to retain viable candidates. One in five candidates endures four or more interviews for any given position. So if you have a process that includes multiple interviews only to have your ideal candidate turn down the offer to work for another company, you’re back at the beginning. Eliminate candidates you were not impressed by from their initial application or resume submission to decrease the amount of time spent in the interview process. 


broadbeantwitter-01 Screen internal candidates first to cut recruitment time in half. 


There’s always a push to save money, or in the very least save time, in recruiting. More often than not, you need to hire faster because in the long run, it saves both. Using high priority job advertisements (structured from a well developed job description) can help recruiters pinpoint external candidates. If applicable, try screening internal candidates first, as it can cut the recruitment time in half. Even though many may apply, you don’t need to feel obligated to interview everyone. Only interview the best candidates - the ones that stood out on paper - to make a fast hire. 

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Topics: hiring , Recruiting