If you ask any sales staffing professional right now, you will likely hear them relate to the high demand for qualified talent. The candidate life cycle is half as short as a decade ago, in 2010. In an age of automation, we can only expect these numbers to increase.
Lever states, “Organizations are losing out on productivity and revenue while their role remains unfilled. On the other hand, candidates are left wondering what’s taking so long to make a decision—and many are moving on to other opportunities. As a result, this further impacts the time to hire. If you want to increase your chances of winning top-tier talent while decreasing your hiring time, here are four ways to do just that.”
So, how can you shrink your candidate life cycle? How can you better position your business as an informed recruiting professional and the right team for the right candidates? Keep reading to see five ways you can begin to shrink your candidate life cycle:
So, how can you shrink your candidate life cycle? How can you better position your business as informed recruiting professionals as the right team for the right candidates? Keep reading to see 5 ways you can begin to shrink your candidate life cycle:
1. Make Sure Your Pipeline is Always Capturing Qualified Candidates
Here, we like to say our “ABCs: Always Be Capturing.” Capturing great candidates, that is. We recommend implementing a form on your website that allows candidates to submit their resumes without being tied to a particular requisition.
2. Use Tools to Deepen Your Understanding of the Hiring Managers’ Needs
Lever recommends utilizing candidate sourcing intake forms. This lets you get aligned with the hiring manager right from the get-go, so you’re more positioned to provide qualified candidates.
3. Candidate-centric Recruitment Process from Start to End
The market right now is solely focused on candidates. Therefore, why should your recruitment process operate differently? Candidates like to be updated throughout the process, and this can keep your most qualified candidates from jumping to a new req.
4. Data, Data, Data
Awareness of your data: benchmark, internal, external, etc. – is key to the decisions of your day-to-day business. It allows you to notice what’s working and what’s not, and pivot accordingly.
5. Improve Your Response Rates Through Crafted Messaging
The sooner that you accept that the words you use in your reach-outs matter, the better. Your messaging is intended to require the reader to take an action – whether that’s uploading their resume, providing the candidate an update from the hiring team throughout the process, or so on.
And while you’re here, don’t forget to view all of APC’s thought-leadership pieces, which cover a range of informational articles for both employers and professionals on topics like resume help, a study on the Great Resignation, top tech hiring trends this year, and more!
Let us level up your hiring process this year. With APC, you can increase your revenue, lower labor costs, improve productivity, and so much more. Reach out today:
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Kristen Burgess is the Marketing Specialist at Alliance of Professionals & Consultants, Inc. She has five years’ experience in curating content for digital platforms, social media contributions, and supporting marketing campaigns and strategies. Before joining the APC wolfpack, she worked in digital marketing for software as a service, giving her keen insight into the types of professionals APC hires today. In addition, she likes to stay up-to-date on the most relevant trends within the technology industry through thought-provoking podcasts and newsletters while paying attention to industry leaders’ trends. In her spare time, she serves on the Management Team and helps craft communications for the Junior League of Durham and Orange Counties.
