Yello’s 2020 data shows that it now takes an average of three to four weeks to hire a new employee. However, the research found that today’s candidates anticipate “nearly instantaneous response to their application, a seamless interview process, and a short time to hire.”
As a consequence, high-volume recruiters are under more pressure than ever to find ways to speed up the hiring process without compromising quality.
Recruiters, to rise to the challenge, will need to implement new recruitment tactics centered on the following:
- Eliminating inefficient processes
- Employing Appropriate Means
- Conducting regular analyses of performance to improve it
The industrial concept of “lean manufacturing” might provide useful guidance. Why and how? Let’s examine.
Eliminates inefficient processes
Lean manufacturing is an inventory management method that emphasizes efficiency to cut down on production expenses and wastage. It has been said that using this technique might result in a productivity boost of 30-50%.
The idea of “lean recruitment” was developed in response to the widespread problem of inefficient and erratic hiring procedures.
The most forward-thinking HR departments are adopting solutions that encourage lean practices and eliminate underperforming processes to prevent and remedy these issues and boost efficiency. You may save time while advertising positions and sorting applications by eliminating non-automated activities, including posting job opportunities across numerous platforms or analyzing candidates’ language abilities.
Lean recruitment’s ultimate goal is to cut down on time spent on various stages of the hiring process, such as sourcing, screening, and interviews.
The recruiting staff may prioritize activities like interviews, job offers, and onboarding while spending less time on administrative tasks.
Use the Correct Resources
Today’s HR departments use many tools to simplify and simplify recruitment. Investigating and identifying such resources is the greatest approach to preventing expensive recruiting blunders. What resources do you presently use, from people to tools? Do they work?
It is crucial to check that this is required and to ensure that each interviewer has a clear aim despite the desire of a recruiting team to involve particular persons in the interview process. As a result, you can be certain that your employees’ input has been properly considered and that the results are fair.
Despite their appeal and marketing, some technologies may deliver inaccurate information, making it impossible for everyone engaged in the recruiting process to make the appropriate choice. Amazon, for instance, built a program to help them find and hire new employees more quickly. However, it was discovered after much research that the tool was biased, having taught itself that male applicants were preferred (Reuters).
When using a biased tool, even if your goal is beneficial (such as speeding up the process), you risk making bad hiring judgments and damaging your recruitment pipeline.
Making better recruiting choices, lowering mistake rates, and boosting the efficiency of your recruitment staff all rely on the tools you put in their hands.
Improve your data collection methods for more precise analysis and optimization
Information is one of HR’s most valuable resources.
Average time to hire, average cost to hire, and employee turnover rate are three of the most important. These KPIs will help you determine if, when, and where changes need to be made to your recruitment strategy.
In the end, recruiters must examine their processes in light of lean recruitment and associated key performance indicators.
It’s very uncommon for recruiters to resort to ineffective sourcing techniques while trying to identify qualified candidates. Alternatively, it may be time to reevaluate the onboarding procedure if there is a high turnover rate among recent hires.
Your ability to establish key performance indicators (KPIs) at each stage of the recruiting process, optimize those KPIs, and respond quickly to changing circumstances will all benefit from further honing your data and analytics. Among the most important features of a lean recruiting system is its adaptability, which is why it is essential to the success of any hiring effort.
