Did you know that one of the most powerful recruitment tools at a hiring manager’s disposal is often the one that is largely ignored? That’s right, the employee referral program that is gathering dust in your bottom drawer is one of your best bets for reducing both your time to hire and cost per hire. But what about candidate quality? Do new hires recommended by current employees really work out better in the long run?
As a recruiter, you know that when it comes to hiring you need to take a proactive approach. You build a candidate pipeline full of talented people knowing that when roles become available, you’ve got a ready-made pool of candidates to draw from. Pretty simple, right? But what happens when your company goes through an unexpected period of growth? Do you think your two-person recruitment team can handle hiring 50 new employees over the next month?
Cost per hire; the three little words that sometimes feel like the bane of a recruiter’s life. As if finding the best possible candidates for a position wasn’t hard enough already, now you have to stick to a budget when doing so! All joking aside, your cost per hire is actually more than a method for keeping track of the money spent to fill a role. Figure it out correctly, and it could not only save the company money (obviously), but it could even help you improve the quality of your hires.
When the countdown is on, and there’s a deadline looming, it often seems like the whole world is making a concerted effort to slow you down. And short of moving your bed into the office, there’s very little you can do to fill those reqs in time. Thankfully, just a few small changes to how you handle your work means that you don’t need to worry about bringing pillows to work.
Anyone who has been in the industry longer than five minutes will tell you that sourcing is not only one of the most important aspects of recruitment but also one of the most time-consuming. From trawling LinkedIn to keeping on top of all those resumes in your inbox, it’s little wonder that when the chance to automate any part of the sourcing process comes along, we grab it with our very tired hands. But what if that candidate sourcing platform that has served you so well in the past just isn’t living up to your expectations of late?