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With an average job posting receiving about 250 responses – and often more if the position is remote – combing through resumes and identifying the best candidates is daunting. This time-consuming task especially burdens small businesses that have limited HR staff. The combination of so many applicants and so few resources creates risk that the most qualified candidates could fall through the cracks.
By employing four strategies for a more efficient recruitment and hiring process, small and mid-sized businesses can avoid that possibility.
A precise and clear job description is the first step in getting qualified candidates. Be direct about the role’s responsibilities and any requirements, such as years of experience, skills, location, education levels and supervisory roles. Clearly state must-have vs. nice-to-have qualifications. Including the position’s salary range will help candidates self-filter; according to LinkedIn, 91% of U.S.-based respondents reported that including salary ranges in a job post would affect their decision to apply.
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An Applicant Tracking System (ATS) can more quickly screen resumes and identify quality candidates. A robust ATS can:
Before reviewing resumes, ask applicants to complete a short form or questionnaire that asks key qualifying questions. This process shows whether candidates meet the job’s requirements or possess desired skills and allows the strongest applicants to rise to the top early on. However, ask only what is vital for you to know so candidates don’t have to spend more than a reasonable amount of time providing information.
According to Career Builder, nearly 80% of candidates prefer a one-click application over having to fill out multiple forms. If there isn’t a way to avoid using multi-step forms, consider providing applicants with a progress indicator.
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It’s important to be respectful of applicants’ time by letting them know what to expect during the process, including next steps and timelines. It’s equally important to advise in a timely manner any candidates who are not being asked to go forward. An ATS can automate these tasks, save you time and enhance an applicant’s experience.
Ensuring applicants have positive experiences and interactions serves your company’s brand and reputation long-term. Remember that potential employees – including those you don’t hire – are also potential customers and industry colleagues. Leaving a good impression increases the chance that they’ll speak positively about your organization when they talk to others.
Axcet HR Solutions’ talent management consulting services are resources designed to support your business in recruitment, hiring, onboarding and retention.
Many of Axcet’s clients benefit from using Prism Hiring, our powerful ATS, which reduces hiring time by 30%. Prism Hiring integrates with your website, automates resume screening, streamlines candidate communications, onboards new hires and much more. Check out the Prism Hiring demo today.
If you’re looking to outsource these or other human resources needs, Axcet HR Solutions has a suite of customizable PEO services for small and mid-sized employers.
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