The recruitment process is a key part of business, but the latest research suggests that firms need to speed up the hiring of new employees.
According to Glassdoor.com, the average length of the process has doubled during the last five years from an average of 12.6 days to 22.9 days.
While a longer process is a requirement for some firms – take Google for example who filters down so that just 0.2% of those who apply gain employment – other smaller firms can ill-afford such long timelines.
For Google, the process is understandable given that some three million applications are received every single year.
However, there is nothing stopping smaller firms from reducing their hiring times, for both their benefit and for the benefit of candidates.
This is especially important as the research suggests that many potential candidates will be put off a role if the recruitment process is inconvenient and drawn-out.
So why reduce the time it takes to hire?
The first, and perhaps the most obvious, is that it saves time that can then be spent doing other tasks that can also help the firm to expand.
Dealing with interviews means a staff member is away from their everyday tasks, so wrapping up the process as quickly as possible means they can return to other matters sooner.
Money is also a key factor, as replacing staff can be expensive. In theory, if the process is completed faster, any costs relating to reduced output should be reduced.
While clearly detailing the recruitment process on a website can help improve transparency, it may also put off job seekers if they see a complex or time-consuming process that needs to be completed.
Cutting the time between the start and end of the process may also cut the chances of a candidate changing their mind, especially if they are choosing between several different offers.
Making recruitment shorter can also make the process more enjoyable for a candidate which means they arrive in a better frame of mind about the business as a whole. This makes them more likely to apply for future roles as well, even if they are not successful when they first apply.
If you’re on the hunt for top quality graduate talent and would like some advice on your processs, we’re here to help!