Did you know? On an average, it takes about 68 days to hire a candidate. It shouldn't come as surprise to us that most recruiters spend 80% of their productive time in mundane task such as filling forms, checking candidate/panel availability to schedule interviews, escorting candidates and lot of other back and forth.
Your company might be sparing significant number of recruiters to work as just process coordinators while others source new candidates for you. But is it really what you are looking for? In this post see what latest automation techniques you can introduce in your hiring process to improve their efficiency, which will turn them into Super Recruiters and hire 3x candidates with same team.
Job Posting — There are innumerous job portals where candidates can look for a job, recruiters must look for them accordingly. You find senior candidates on Monster or LinkedIn and freshers on Naukri or its equivalent. manually sifting through these portals can be cumbersome. With one click, job posting portal technology automatically distributes employment ads to multiple career sites, the employer’s web site, and job posting portals. They also retrieve data when someone applies through a particular portal. All job boards handled in one single platform and no laborious task of handling too many username and passwords.
Better Candidate Relationship — In our experience, we have often heard applicants joke about “black hole” in recruitment; where you apply for a job and never hear about it. Candidate experience is more important to the companies than candidates themselves. This article here shows how Heineken's strategy to improve candidate experience with their interview process helped them find better candidates. All they did here was make the candidate feel special. More candidates are going to apply to your company. There are so many articles on the best companies to apply to for for an excellent interview experience.
Studies show that 68% of the candidates rated the employers