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...
You Might Be Thinking...
 My hiring process is time
consuming.
 Why is it so hard to find
qualified candidates?
 Sortin...
Finding Great Candidates - Fast
Find and Attract Qualified Candidates –
Fast!
Supercharge Candidate Screening
Harness the ...
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 ...
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
Tur...
Any questions
about what
we’ve
discussed so
far?
Create Powerful Job Descriptions
Supercharge Candidate Screening
Find and Attract Qualified Candidates –
Fast!
Harness the...
“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
anothe...
Four Criteria to Speed Up Your Screening
1. Location
2. Industry
3. Function
4. Experience and Education
Bonus – The Obvio...
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
...
Questions?
Your Employees Can Help Find
Candidates
Harness the Power of Employee Referrals
Supercharge Candidate Screening
Find and A...
Referrals By the Numbers
Speed – referrals are the fastest in time to fill (25% faster
than job boards)
Retention – over 2...
Setting Up an Employee Referral
Program
 Keep it Simple
 Incorporate social platforms
 Incentivize appropriately
 Inte...
Establish Some Ground Rules
Define which
employees can
participate
Set up a process
Establish
expectations
Cover important...
 Focus on Offering Cash Incentives
 Set a cash amount that is Compelling!
 Recognize successful referrers
 Keep employ...
Any questions
on this?
Streamlining the Interview Process
Streamline the Interview Process
Find and Attract Qualified Candidates –
Fast!
Supercha...
Pre-Screening and Phone Interviews
Review resumes and questionnaires to prescreen
Rate applicants based on pre-screening
I...
Prepping For the In-Person Interview
 Prepare questions to
stay focused
 Review the candidate’s
resume prior to intervie...
 Use open-ended questions – you want to get as much
information as possible from the candidate
 Get specific on things t...
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 ...
How to Reduce Time and Cost in Hiring
How to Reduce Time and Cost in Hiring
Upcoming SlideShare
Loading in …5
×

How to Reduce Time and Cost in Hiring

307 views

Published on

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.

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
307
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
6
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

How to Reduce Time and Cost in Hiring

  1. 1. How To Reduce Time and Cost In Hiring
  2. 2. Today’s Presenter Rachel Bell Director of Marketing HiringThing
  3. 3. Today We’ll Focus On How small and medium businesses can find great talent – fast and affordably
  4. 4. 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
  5. 5. 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
  6. 6. Finding Great Candidates - Fast Find and Attract Qualified Candidates – Fast! Supercharge Candidate Screening Harness the Power of Employee Referrals Streamline the Interview Process
  7. 7. The most successful job postings are the ones that are the easiest for candidates to find.
  8. 8. Keep Your Job Posting Simple.
  9. 9.  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
  10. 10. Throw the lengthy application process out the window
  11. 11. Show Off Your Employer Brand!
  12. 12. Focus on a Great Candidate Experience Communicate is key Clearly articulate next steps Evaluate and Modify the Process Turnaround time is key
  13. 13. Any questions about what we’ve discussed so far?
  14. 14. Create Powerful Job Descriptions Supercharge Candidate Screening Find and Attract Qualified Candidates – Fast! Harness the Power of Employee Referrals Streamline the Interview Process
  15. 15. “Time is the measure of business” - Francis Bacon
  16. 16. Create a Hierarchy of Must Haves Does education matter? Same goes for past experience Will you consider anyone from another industry?
  17. 17. Four Criteria to Speed Up Your Screening 1. Location 2. Industry 3. Function 4. Experience and Education Bonus – The Obvious Stuff Like Spelling!
  18. 18. Now, you’ve eliminated 80% or more of the resumes in your stack.
  19. 19.  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
  20. 20. Questions?
  21. 21. 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
  22. 22. 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
  23. 23. Setting Up an Employee Referral Program  Keep it Simple  Incorporate social platforms  Incentivize appropriately  Integrate with other systems
  24. 24. Establish Some Ground Rules Define which employees can participate Set up a process Establish expectations Cover important EEOC info
  25. 25.  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
  26. 26. Any questions on this?
  27. 27. Streamlining the Interview Process Streamline the Interview Process Find and Attract Qualified Candidates – Fast! Supercharge Candidate Screening Harness the Power of Employee Referrals
  28. 28. 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
  29. 29. 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
  30. 30.  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
  31. 31. Reach Out  To get started with a 14 day free trial, visit: www.HiringThing.com  Or email: info@HiringThing.com
  32. 32. Today We’ve Given You a Few Tools How small and medium businesses can find great talent – fast and affordably
  33. 33. 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

×