This article was originally published by Modis.
According to employment expert Alison Doyle, the average time it takes to hire a new employee, from the first interview to an official job offer, is approximately 24 days. This gives candidates plenty of time to accept a position elsewhere – maybe even with a competitor. Of course, that time will vary by profession and demand, and tech and IT hiring trends can make this much more challenging.
While the desire to take your time is certainly understandable – after all, a bad hire can cost thousands of dollars and set projects back for months — delaying a hiring process or decision can cost you, too. So how can you accelerate the tech recruiting process and connect with better hires more quickly? Read on to find out.
Revise your hiring criteria.
Hiring managers are usually given a set of criteria to work with in order to find talent. However, the data your hiring manager receives may not accurately reflect the needs of your team or the skills required for a particular project.
What about your current top performers?
Perhaps their qualifications and backgrounds differ from the data you're currently using to find new talent. You already have great employees, why not have a closer look at their profiles? After all, you want more employees like them.
In light of this new information, it may be time to revise your job description. Creating a compelling and thorough job description will go a long way in finding and hiring the right talent. This will help a hiring manager or recruiter be more selective about the candidates they bring in for an interview, thus accelerating the hiring process and securing top candidates for the position faster.
Test-drive top candidates.
It is now common practice for companies to impose a paid test-drive or probation period to ensure the new hire is a good fit for the position and works well with the team. Some organizations will also call this a freelancing period. This allows companies and teams to gain hands-on experience and work directly with an incumbent.
Smaller businesses may balk at the potential costs, but freelancers or temp-to-perm employees are great options that can help you bring candidates aboard quickly, see them in action, ensure that they are a good fit, and make a more informed long-term decision at a later date. This technique may seem somewhat unorthodox, but remember that it also allows prospective employees to test-drive your company. You are looking to hire amazing talent, but candidates are looking for the perfect company, one they will not only feel comfortable working for, but one that gets them excited to work for and that they can see themselves having a long career with.