9 Tips to Accelerate Your Recruiting Process

Society is changing and so is recruiting. As the job market is becoming more and more competitive, it is important to quickly find the best candidates for your business. However, the recruitment process is composed of numerous steps (In our opinion, there are 7), it can then very quickly be long and laborious.

So, how can you speed up your recruitment process?

Don't worry, different techniques exist. We've identified 9 in this article to help you save time.

Let's see them now.

1 - Conduct an audit of your recruitment process

While browsing this article, you certainly want to reduce your recruitment times by adding optimization tools or processes... but Have you ever wondered if the problem was not elsewhere?

Indeed, before adding an extra layer of tools or best practices, one of the first keys is to start identify what works perfectly, what can be improved and what doesn't work.

After which, it will be possible to clearly define your recruitment process in order to completely rethink it and set its deadlines.

Clearly identifying difficulties will ensure your success

The first step is to target the most qualified actors to be involved in your processes. Do not hesitate to ask managers, when possible, since most of them are closest to operational staff. This will help you avoid unpleasant back and forth.

Second, the remote is becoming more and more popular. It turns out that some people are indeed more productive outside of the company. Are you flexible enough in your current process? Video allows considerable time savings thanks to the elimination of trips.

Depending on your culture and the recruitment stage (1st meeting for example), you could simply add remote meetings to save time.

2 - Take care of your job offers

Before writing a job offer, it is necessary to Write a detailed job description to find out what their exact needs are. On the other hand, looking for the perfect candidate (the famous 5-legged sheep) will prove to be very time-consuming (or impossible).

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

Without it, your recruitment could take much longer

Thanks to this first step, your announcement will be clear and precise, you will reduce the questioning of candidates and you will be able to focus on the profiles that match your needs.

The + : by offering a clear job offer you will streamline the first steps and therefore improve your candidate experience.

3 - Pay attention to your communication

In addition to the previous point, it is necessary to give importance to the good dissemination of your needs in recruitment on the various channels at your service. The Internet is full of Jobboards such as Indeed, Monster, Pôle Emploi, each of which can attract a certain volume of candidates.

Identify where your ad should be shown

However, this communication can be improved thanks to theInbound recruiting. It is a strategy focused on building the employer brand and producing quality content (especially on social networks).

It is a good way to promote your business by highlighting its values and assets. Why? Well, quite simply to attract and recruit the best candidates in order to acquire talented employees, with a great motivation to develop the company.

By targeting the right channels, you will attract the best profiles. Start-ups, for example, generally recruit on Welcome To The Jungle where candidates are already sensitive to tech and innovative culture.

The right channels will therefore allow you to speed up your recruitment process.

It's even one of the keys to a attractive employer brand According to 69 experts that we consulted.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

4 - Use your network

Candidates may be closer than you think. That's where the comes in Co-optation. When looking for a new collaborator, it is perfectly possible to ask employees to activate their network to fill the vacancy (a referral bonus can be set up).

This method has been widely proven to reduce the rate of casting errors. With co-optation you save a considerable amount of time in sourcing.

Diagram representing co-option

Always in a search for efficiency in sourcing, it is more and more common to recontact former employees to offer them a position. That's what we call the Boomerang recruitment. Of course, these are people who are still on good terms with the company and its employees.

This is an advantage since he is a person who already knows how the company works and its missions.

5 - Help decision-making with an Assessment

To speed up your recruitment process, you can also optimize the period for evaluating applications, thanks to digital and asynchronous methods. THEAssessment Center Digital is a practice that is progressing year by year. It is a method for evaluating the skills and abilities of candidates that is based on the Situation.

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Accelerate your recruitment with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

6 - Create a talent pool

During your various recruitments, you meet many candidates, it is essential to keep their contact details if you think their profile is interesting.

Indeed, you may have to contact them again as part of a new hire. It is then possible to avoid publishing an announcement. This is a great way to optimize your recruitment process, especially since they are people who have already shown interest in your company.

Well managed, its talent pool can prove to be a gold mine for recruitment.

However, be careful with data regulations to avoid any lawsuits.

7 - Use recruitment software

If recruitment consists of a certain number of steps, set up a recruitment software (ATS) is a good solution to help alleviate various tasks that make them up.

Indeed, they can centralize:

• the sourcing of CVs.
• ad broadcasts.
• automatic sorting of applications.
• communication with candidates with scheduled messages.
• the implementation of assessment tools.

Bringing it all together in one place is a real Time saver. Especially since recruiters are not always the only ones who have access to it, a manager can also know the status of the procedure and give his opinion.

To help you, take note of our 7 tips for choosing your recruitment software.

8 - Anticipate the need

Recruitment will almost always be long-lasting, however, it is possible toanticipate the needs of certain teams. Take the lead, by being proactive, that is, by regularly looking for qualified candidates, without having to fill a position.

This then makes your candidate pool more complete, so that you can make the best choice in the future. However, it is also relevant to look at the internal mobility. It is a key part of strategic human resources planning.

9 - Call on professionals

Despite all these best practices, it is sometimes impossible to free up time to complete all of your tasks. If you are not going to recruit a new person to strengthen the recruitment team, then maybe you need to go through others. professionals.

The main thing is to understand your business needs and to determine if you are able to perform all of your tasks perfectly.

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

Bonus - Evaluate performance

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

It is important to constantly reflect on your recruitment process. In this sense, we advise you to take a step back a few times a year, to Take stock and upgrade what should be the case in your recruitment processes.

To remember

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

Through 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, of good Pay attention to what you broadcast, ofUse your network, ofuse the new tools or service providers at your disposal.

Finally, it is essential not to compromise the quality of recruitment to speed up the process, as this could lead to errors and therefore have negative consequences in the long term. By following these tips and adapting them to your corporate culture, you will find the best candidates while reducing your recruitment times.

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