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9 Tips to Accelerate Your Recruitment Process

9 Tips to Accelerate Your Recruitment Process

5 minutes

Apr 11, 2023

Written by Théo Janot

The business world is constantly changing, and recruitment is no exception. With the job market becoming increasingly competitive, it's important to quickly find the best candidates for your company. However, the recruitment process can be lengthy and labor-intensive, with multiple stages involved (we believe there are 7 stages in total). So how to accelerate the recruitment process?

Don't worry, there are various techniques that can help. In this article, we have identified 9 tips to help you save time.


1 - Conduct an audit of your recruitment process


As you go through this article, you may have the intention to reduce your recruitment timelines by adding tools or optimization processes... but have you ever considered whether the problem may lie elsewhere?

Indeed, before adding additional tools or best practices, one of the first keys is to start identifying what is working well, what can be improved, and what is not working.

After that, it will be possible to clearly define your recruitment process in order to completely rethink and set your timelines.


Clearly identifying the difficulties will ensure your success

The first step is to target the most qualified stakeholders to involve in your processes. Do not hesitate to involve managers, when possible, as they are usually closer to the operational level. This will help you avoid unpleasant back-and-forth exchanges.

Secondly, remote work is becoming increasingly popular. Some people are actually more productive outside the office. Are you flexible enough in your current process? Video conferencing can save a considerable amount of time by eliminating the need for travel.

Depending on your culture and the stage of recruitment (e.g., first meeting), you could simply add remote meetings to save time.


2 - Carefully craft your job postings


Before writing a job posting, it is necessary to create a detailed job description to identify your exact needs. On the other hand, searching for the perfect candidate (the elusive "unicorn") can be time-consuming (or impossible).

Your job description should therefore be realistic and focus on the qualities you are truly looking for.


Without this, your recruitment process could take much longer.

Thanks to this first step, your job posting will be clear and precise, reducing candidate questions and allowing you to focus on profiles that match your needs.

Plus, by offering a clear job posting, you will streamline the initial stages and improve your candidate experience.


3 - Pay attention to your communication


In addition to the previous point, it is important to ensure that your recruitment needs are effectively communicated across the different channels at your disposal. The internet is filled with job boards that can attract a certain volume of candidates.


Identify where your job posting should be published

However, this communication can be improved through Inbound recruiting. This is a strategy focused on building your employer brand and producing high-quality content (especially on social media).

It is a good way to promote your company by highlighting its values and strengths. Why? Simply to attract and recruit the best candidates who are motivated to contribute to the company's development.

By targeting the right channels, you will attract better profiles. For example, startups typically recruit on platforms like Welcome To The Jungle, where candidates are already interested in the tech and innovative culture.

Using the right channels will help you accelerate your recruitment process.


4 - Use your network


Candidates may be closer than you think. This is where employee referrals come in. When searching for a new employee, you can ask your current employees to activate their networks to fill the vacant position (a referral bonus can be offered).

This method has proven to be effective in reducing hiring mistakes. With employee referrals, you can save a considerable amount of time in sourcing.


Always in search of efficiency in sourcing, it is increasingly common to contact former employees to offer them a position. This is what is called boomerang recruitment. Of course, these are individuals who are still in good terms with the company and its employees.

This is an advantage as these individuals already know the functioning of the company and its tasks.


5 - Helping decision-making with an assessment


To accelerate your recruitment process, you can also optimize the evaluation period of applications using digital and asynchronous methods. The Digital Assessment Center is a practice that is progressing year by year. It is a method of evaluating the skills and abilities of candidates based on situational scenarios.

This is what Yuzu offers by evaluating the soft skills of candidates through video games. Immersed in different types of immersive scenarios on their own computer (using the cloud), candidates will experience a unique candidate experience.

Our tool will make it easier to attract them, secure their engagement in your recruitment process, and reduce the number of necessary interviews.



5 - Create a Talent Pool


During your various recruitment processes, you encounter many candidates, and it is essential to keep their contact information if you find their profile interesting.

Indeed, you may need to contact them again in the context of a new hire. This way, you can avoid posting a job advertisement. It is an excellent way to optimize your recruitment process, especially since these are individuals who have already shown interest in your company.


Properly managing your talent pool can prove to be a goldmine for recruitment.

However, be careful with data regulations to avoid any legal issues.


6 - Use recruitment softwares


Recruitment is composed of several stages, and implementing recruitment softwares (ATS) is a good solution to help streamline the different tasks involved.

Indeed, these softwares can centralize:

Resume sourcing Job posting distribution Automatic screening of candidates Communication with candidates through programmed messages Implementation of assessment tools

Bringing all of this together in one place is a real time saver. Moreover, recruiters are not always the only ones who have access to it; a manager can also know the status of the procedure and provide feedback.

To help you, read our 7 tips for choosing recruitment software.


7 - Anticipate the need


Recruitment will almost always be a time-consuming process, but it is possible to anticipate the needs of certain teams. Take the initiative by being proactive, which means regularly looking for qualified candidates even if you don't have a position to fill.

This way, your pool of candidates will be more comprehensive, allowing you to make the best choice in the future. However, it is also worthwhile to consider internal mobility. It is a key element in strategic human resource planning.


8 - Seek professional help


Despite all these best practices, it is sometimes impossible to find the time to complete all your tasks. If you do not plan to hire a new person to strengthen the recruitment team, it may be necessary to seek help from other professionals.


The key is to understand your company's needs and determine if you are capable of perfectly executing all your tasks.

Indeed, the market is full of recruitment agencies or freelance recruiters to lighten your workload. Keep in mind that delegation can help you avoid wasting time on certain activities.


9 - Evaluate performance


All the tips mentioned above generally guarantee the acceleration of the recruitment process. However, to ensure this, it is necessary to take measures.

It is important to constantly reflect on your recruitment process. In this sense, we recommend taking a step back a few times a year to assess and improve what needs to be improved in your recruitment processes.




Accelerating the recruitment process is a real challenge for companies, whether it's to fill your positions as quickly as possible or to avoid missing out on great profiles in the midst of the talent war.

Throughout this article, divided into 9 parts, we have addressed the most important levers to achieve this goal. Therefore, it is essential to review the process in its entirety, pay close attention to what is being communicated, use your network, and utilize the new tools or providers at your disposal.

Finally, it is crucial not to compromise the quality of recruitment in order to speed up the process, as this could result in errors and negative consequences in the long run. By following these tips and adapting them to your company culture, you will find the best candidates while reducing your recruitment timelines.