Time-To-Fill is Going Down the Tubes

Posted by Maren Hogan on Wed, Aug, 07, 2013 @ 10:08 AM

small__91147636The world of job searching is getting tougher for candidates. It is taking employers longer and longer to pull the trigger on new hires. Even great candidates with all the right skills and values are left wondering and waiting by the phone. According to research done by economists Steven J. Davis, Jason Faberman and John Haltiwanger, vacancies are staying open far longer than they used to. In 2009, the average time-to-fill was 15 business days, compared to today’s 23 days. Time to fill is such an important metric in HR and recruiting, so why is this process taking even longer?

They’re Shaking in Their Boots Over Bad Hires

As we steadily pull through the tail end of this recession, a lot of employers are working in fear of bad hires more than they were before the hard times hit. As the recession took hold, companies were conducting mass layoffs and tightening belts whereever cuts could be made. This mentality is holding on strong. The cost of high turnover can end up crippling companies. For small businesses (less than 65 employees) the cost of each turnover is about $8,000. Recruiters and hiring managers are so reluctant to hire quickly because they’re worried about hiring poorly.

Skills vs Openings

It is also theorized that this lengthier hiring process can be attributed to a disconnect of skills between the 4 million job openings vs the 12 million unemployed. Especially in fields that require higher skills there seems to be a gap between demand and skilled candidates. Taking a look at what industries are growing vs the skills of the emerging workforce presents us with one of the attributes of this slowing process. There seem to be too many of the wrong candidates.

What is it Costing HR to Keep them on the Hook?

Advertising the position, background checks, screening and interviewing all take time and money. The internal recruiting time per hire is usually anywhere from 30-100 hours. Multiply that by the hourly rate and that ends up being quite a bit of money. When candidates are now expected to go through multiple rounds of interviews and seemingly pointless tests, this process is taking far longer than it should. With pressure from higher ups to hold off on the hire until the perfect candidate is found, recruiters and hiring managers don’t have much of a choice.

What is This Doing to the Candidate Experience?

With this lengthier hiring process and reluctances to actually hire, candidates are loosing time, money and patience. In this NY Times piece we follow Paul Sullivan, a video editor looking for a new job. During his sixth interview he is actually approached by a security guard who had seen him there so many times that he thought he was an employee who kept forgetting his security badge. Sullivan said, “He couldn’t believe I was actually there for another interview. I couldn’t either! But then I put on a happy face, went upstairs and waited for another round of questions.”

Maren Hogan, HR pro weighs-in on the trials of the hiring process: “Let's just say, burnout is common. But candidate experience is (and always will be) a huge part of the recruiting and retention process. And one of the ways that you can make your candidates' experience really amazing, is to NOT WASTE THEIR TIME!”

Open communication about positions and actual needs with the hiring manager can save everyone a world of wasted time and resources. These lengthier hiring processes aren’t really helping anyone. Candidates and hiring managers alike are becoming more frustrated with this reluctance to pull the trigger.

 

photo credit: scragz via photopin cc

Tags: applicant management, Career Page, Custom applications, applicant experience, Applicant tracking software, Best HR Software, best software service, candidates, cyber recruiter, company culture, employer brand

The Importance of Onboarding

Posted by Maren Hogan on Thu, Jul, 18, 2013 @ 22:07 PM

small 3434414425You've spent precious time recruiting and signing this new hire, and it's the all-important first day. Have you already dropped the ball? If you haven't organized and planned the onboarding process, then yes you have. Onboarding isn't simply orientation, it's more personal than that. Orientation is about the job, onboarding has more of a social aspect to it with a focus on the future and retention.

Have you even seen the random newb standing around the water cooler waiting for some sort of direction or interaction? Too often, new hires will spend the majority of their first week on the job wondering if anyone was made aware that they would be coming. It's hard to watch and even harder to experience. There's no better way to make someone feel awkward and unwanted than to skip the onboarding process.

An effective onboarding program can help you achieve company success, employee retention, increased ROI on hiring, and ensuring that your new employees are ready and excited to join the team. Consider jointly what your new employee needs from you, and what you need from your new employee.

Your candidates form an opinion about your company early on in the recruiting process. In fact, first impressions matter more than you probably think. According to a post on strategic employee onboarding, “New employees are most likely to leave a company within the first 18 months of their tenure, and 90% of new hires decide in their first 6 months on the job whether or not they're going to stay with the company.”

Onboarding shouldn't be seen as just another trend in HR, this is a vital part of the whole hiring process. Retaining employees does wonders for your bottom line, and an effective onboarding program is where the effort to retain begins.

Employee engagement should be another of the main objectives of your onboarding process. When a new employee is facilitated in building their network and becoming acclimated with their new surroundings, you are cultivating your company culture. This can be as simple as introducing the new employee to their co-workers. Perhaps there is someone that comes to mind who would do well as a welcome wagon type of person. The quicker you get this new employee feeling comfortable, the quicker you have a productive member of the team.

Engaging and creating a sense of value for the new employee helps everyone involved, from the new employee themselves, to the entire team. A cohesive work environment doesn't happen by accident, it needs some love to get where it needs to be. Lowering processing costs by ensuring compliance is yet another piece to the onboarding puzzle. When you have an actual planned process for onboarding, you are ensuring that each new hire gets the same treatment, receives the same information and this cuts down on annoying and costly redundancies. A streamlined process also ensures certain steps are taken in a timely manner. When you have an agreed upon process, you know what information should be shared and at what stage.

Following up with your new hire on a weekly, into a monthly basis is good practice to ensure that the process is going smoothly. The first week is vital, but following the progress of their acclimation shows them that they are working for a company that cares about their experience. It also helps you to figure out the strengths and flaws of your onboarding process.

Onboarding is worth the time you put into it. Taking the extra effort to acclimate your new hires can improve cohesiveness, get employees productive faster, cut down on costly turn over rates and overall make you look better at your job.

photo credit: notsogoodphotography via photopin cc

 

Tags: applicant management, applicant experience, Applicant tracking software, Best HR Software, best software service, candidates, cyber recruiter, company culture, employer brand

Can a Recruiting Software Comparison Make you a Hero?

Posted by Mary Sue McClintock on Wed, May, 23, 2012 @ 14:05 PM

Your boss just dropped a pile of resumes on your desk with firm instructions to fill his administrative position by the end of the week!  Inside you chuckle just slightly but then realize his serious tone is NOT kidding! Does he really think you can sort through hundreds of paper resumes, prescreen them, interview, seek feedback and extend an offer all within a week!  Often times management has unrealistic expectations primarily because they don't have a clue as to what you do or even how to start.  It's our job to inform them why you can't fill a position in a week but more importantly you have to give them an explanation whyIncredibles resized 600

Better yet, the "why" should have a solution when you present it.  Imagine two recruiter (Bob and Kim)in the same situation.  Bob does exactly as he is instructed and begins sorting through resumes, scheduling interview and finding a candidate (job tracking).  Bob meets with his boss at the end of the week and request more time to fill the position. Kim decides to think slightly outside the box and takes an altogether different approach.  Kim presents to her boss a request for an Applicant Tracking Solution.  She documents current processes, company requirements, cost savings and significant time to fill advantages.  Kim receives a promotion and begins heading up the project to find an ATS. 

Recruiters should seize opportunities to think creatively and not be scared to offer suggestions for the overall betterment of the company.  Be the next Company Hero and start your search for  Applicant Tracking Software.  Take advantage of our Recruiting Software Comparison and get started today.  After all, it's exactly what your boss wants you to do. 

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Tags: applicant management