Ask ChatGPT if you want to know how some other company theoretically improves time to hire. If you want to know how YOUR organization can improve time to hire, ask your candidates, recruiters and hiring managers.
There is no one size fits all for improving time to hire. With a little research, you can find tips and tricks and best practices but that completely ignores the real issues that slow down hiring for your company.
For example, many hiring processes grind to a crawl during the interview stage. You might come across a recommendation saying that instead of conducting separate interviews with each stakeholder for a single candidate, you might want to combine these into one or two group interviews. That might be a great idea. Or, it might further slow your time to hire due to difficulty in coordinating schedules. Or, that might be a great idea for hourly positions, but it could complicate things for more specialized technical positions. When it comes to the multi-factored, distributed process of hiring, many things can be true at once.
How to Improve YOUR Time to Hire
Organizations should be regularly gathering feedback from candidates, recruiters and hiring managers about their people, processes and technologies. That way, you don’t have to ask ChatGPT about what other organizations have done to improve time to hire. You can ask your feedback platform and find out what YOU can do to improve time to hire.
This is so important because the issues affecting your organization’s time to hire aren’t even an either/or issue. What may be slowing down time to hire with sales positions may not be what’s slowing down time to hire with customer associate positions. What may be slowing down time to hire at one location may not be a problem at other locations. And time to hire could have a bigger effect on staffing levels or quality of hire with customer associate positions, for example, than with sales positions.
And people, processes and technologies are constantly changing. As one Survale client puts it, “I can run a bottleneck report in my ATS, but having candidates tell me specifically why is much more helpful.” Having up to date feedback always at the ready informs organizations about specific issues that are affecting their recruiting outcomes whether it’s slow hiring, lack of alignment, quality of hire or anything else.
As an example, in a recent conversation with a client, they mentioned that they have identified time to hire as an emerging concern within the department and they were presently digging into their feedback to propose solutions. Below are just a couple of examples of the kind of feedback that drive specific solutions quickly.
So you can ask ChatGPT to metaphorically “give you a fish” and you can eat for a day. Or you can have a feedback program in place that will teach how to fish, where to fish and why you should fish…and you can eat for life.
