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How to Reduce Time and Cost in Hiring
 

How to Reduce Time and Cost in Hiring

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HiringThing.com shows how to create a process for successfully finding and attracting qualified job candidates and outline how this can be done with calculated investments in time, money and effort.

HiringThing.com shows how to create a process for successfully finding and attracting qualified job candidates and outline how this can be done with calculated investments in time, money and effort.

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    How to Reduce Time and Cost in Hiring How to Reduce Time and Cost in Hiring Presentation Transcript

    • How To Reduce Time and Cost In Hiring
    • Today’s Presenter Rachel Bell Director of Marketing HiringThing
    • Today We’ll Focus On How small and medium businesses can find great talent – fast and affordably
    • What Will You Learn Today? How to quickly attract qualified candidates Ways to supercharge the pace of candidate screening Steps to develop or enhance employee referral programs Ways to streamline interviewing to save time and money
    • You Might Be Thinking...  My hiring process is time consuming.  Why is it so hard to find qualified candidates?  Sorting through resumes is just so painful  I know my employees have to know good candidates
    • Finding Great Candidates - Fast Find and Attract Qualified Candidates – Fast! Supercharge Candidate Screening Harness the Power of Employee Referrals Streamline the Interview Process
    • The most successful job postings are the ones that are the easiest for candidates to find.
    • Keep Your Job Posting Simple.
    •  Straightforward job title  Spark interest with a killer opening paragraph  Include a separate list of required skills & qualifications  Provide a salary range.  Location and travel expectations Create a Job Description Worth Noticing
    • Throw the lengthy application process out the window
    • Show Off Your Employer Brand!
    • Focus on a Great Candidate Experience Communicate is key Clearly articulate next steps Evaluate and Modify the Process Turnaround time is key
    • Any questions about what we’ve discussed so far?
    • Create Powerful Job Descriptions Supercharge Candidate Screening Find and Attract Qualified Candidates – Fast! Harness the Power of Employee Referrals Streamline the Interview Process
    • “Time is the measure of business” - Francis Bacon
    • Create a Hierarchy of Must Haves Does education matter? Same goes for past experience Will you consider anyone from another industry?
    • Four Criteria to Speed Up Your Screening 1. Location 2. Industry 3. Function 4. Experience and Education Bonus – The Obvious Stuff Like Spelling!
    • Now, you’ve eliminated 80% or more of the resumes in your stack.
    •  Edit the job description or job title if it looks like you’re getting candidates who don’t fit what you’re looking for  Consider posting on niche job boards that attract a very specific type of candidate  Use an ATS and utilize keyword search and auto-archiving  Clear your schedule so you can focus on reviewing applicants, instead of trying to “fit it in” to your day Put the Process into Overdrive
    • Questions?
    • Your Employees Can Help Find Candidates Harness the Power of Employee Referrals Supercharge Candidate Screening Find and Attract Great Candidates – Fast! Streamline the Interview Process
    • Referrals By the Numbers Speed – referrals are the fastest in time to fill (25% faster than job boards) Retention – over 20% higher than job boards Percentage of applicants – 7% are referrals Percentage of hires – 28 – 40% of all hires Diversity - #1 source for diversity hires
    • Setting Up an Employee Referral Program  Keep it Simple  Incorporate social platforms  Incentivize appropriately  Integrate with other systems
    • Establish Some Ground Rules Define which employees can participate Set up a process Establish expectations Cover important EEOC info
    •  Focus on Offering Cash Incentives  Set a cash amount that is Compelling!  Recognize successful referrers  Keep employees informed of the progress of their referral  Educate employees on how to be successful referrers Create a Successful Program
    • Any questions on this?
    • Streamlining the Interview Process Streamline the Interview Process Find and Attract Qualified Candidates – Fast! Supercharge Candidate Screening Harness the Power of Employee Referrals
    • Pre-Screening and Phone Interviews Review resumes and questionnaires to prescreen Rate applicants based on pre-screening Invite your top candidates for a phone interview Conduct a 20-30 minute phone interview to identify top candidates Schedule top picks for a phone interview
    • Prepping For the In-Person Interview  Prepare questions to stay focused  Review the candidate’s resume prior to interview  Schedule enough (but not too much) time  Be prepared to answer questions
    •  Use open-ended questions – you want to get as much information as possible from the candidate  Get specific on things that matter – credentials, experience, job history  Behavior questions – ask the candidate to describe a situation and her reaction  Questions you can’t ask - direct questions about family, marital status, age, religious or political affiliation Question Types and Techniques
    • Reach Out  To get started with a 14 day free trial, visit: www.HiringThing.com  Or email: info@HiringThing.com
    • Today We’ve Given You a Few Tools How small and medium businesses can find great talent – fast and affordably
    • And We’ve Covered How To: Find and Attract Qualified Candidates – Fast! Supercharge Candidate Screening Harness the Power of Employee Referrals Streamline the Interview Process