Five Ways to Make the Recruiting Process Go Faster

Passive candidates and remarkable counter-offers are the current norm. Recruiters have it tough. So, you don’t need to be slowed down by internal processes and procedures. Here’s a running list of how to make your recruiting process go faster – along with easy ways to accomplish them.

Make it Easy for Candidates to Apply

A long, lengthy and redundant application process is a sure way to drive candidates away from your website. ‌Additionally, they expect to apply easily, directly from their mobile device.

Take the time to audit your application process and ensure you are being inclusive. Can folks easily upload their resume? Are they asked additional skills questions that are optimized for mobile? If it’s an easy one click apply, they won’t be inclined to forget about it later.

Outsource Where You’re Able

Expanding your resources so you are not stretched too thin can help things move quickly. Check out ClearanceJobs Sourcing Services: an offering that matches you with a dedicated recruiting team that actively sources engaged cleared candidates, reviews their skills, and performs phone screens — all in a cost-efficient way, so you can make the best hires within your budget.

Don’t have the option to outsource your sourcing? You can always rely on interns through local universities to help format resumes, search for keywords, etc. (hint: try implementing a Volunteer Recruitment Program within your company).

Come Up with Uniform Screening Questions

Some recruiters have their general questions they ask during phone screens and interviews – but a new position will require a recruiter to meet with team leads, ask questions to their hiring manager, and do their own research to be sure they understand what they are seeking. Instead of your team doing all of this one their own, recruiting managers could develop a uniform screening questionnaire so the process isn’t discriminatory against candidates, and recruiters aren’t wasting time going down internet rabbit holes.

Automate Mundane Tasks

Recruiters should be focusing most of your efforts on the tasks that have the most significant ‌impact. This is done by removing time-consuming recruiting tasks from your schedule.

I imagine a recruiter’s sourcing tasks start with blanket copy / paste sessions to new candidates they connect with. Try tools like ClearanceJobs Workflow, a tool that allows cleared recruiters to connect with candidates, automating processes that can be done manually, and through a platform that candidates trust. While a  recruiter may be searching for candidates across many different areas, Workflow does the work for you and is virtually a recruiter’s easy button when they have a long to-do list of priorities.

What’s more, touching base with pipeline candidates doesn’t have to be a long list you manage. Try a recruitment marketing tool that reaches out to cold candidates, your candidate pipeline, and offer insights into your company brand (there are a million out there you can employ).

Opt for Flexible Interviewing

Is the government customer hard on requirements, and is your hiring manager therefore keen on a lengthy in-person interview process? See if you can offer more flexible interviews (i.e. do you have the flexibility to meet with them during the evening or weekends to better align schedules? Zoom is obviously an easy option these days, too).