Play 7/10: How to accelerate the recruitment pipeline at every stage

We all know how busy the recruitment process can get, especially when we have a flood of candidates coming in from various sources like quick applies, Facebook, and other platforms.?

The real challenge is that our candidates are often left hanging for two to three weeks without any human interaction. Sure, they might get an automated email from an ATS or a message from a chat bubble on our website, but we’re missing out on a golden opportunity to make a great first impression and build strong relationships right from the start.

So, let’s talk about some practical steps to catch the time for meaningful connections by speeding up our recruitment pipeline.

1. Reduce the Clicks

- Use Applicant Tracking System (ATS), if you still don’t. It’s crucial to track every candidate, update their statuses, and ensure no is forgotten.?

- The best ATS? It’s the one our team actually likes and uses to its full capacity, not just to file resumes.?

- If you are on a limited budget, consider free and affordable alternatives that are easy to customize to your recruiting pipeline strategy.

2. Add an FAQ

Even with a straightforward application process, candidates will have questions. To prevent them from dropping out, provide a simple FAQ on our career page. Address common queries like:

• What happens after I apply?
• Can I work remotely?
• Will you let me know if the position gets filled?
• Do you have internships or jobs for recent grads?

3. Streamline Resume Screening

Use keywords, AI, and our ATS to quickly filter and rank resumes based on relevance to the job.?

4. Combine Screening Stages in the recruiting pipeline

Where possible, combine phone screenings or initial interviews to gather all the necessary preliminary information at once.?

5. Candidate Self-Scheduling

Use interview scheduling tools to let candidates and stakeholders choose times that work for them.?

Platforms like Calendly, GoodTime, or FreeBusy have free plans and can significantly cut down on back-and-forth emails in a talent pipeline.

6. Collaborate and Involve

- Use the ATS to gather feedback from our team and stakeholders.?

- This collaborative approach ensures we get diverse insights on each candidate and make better hiring decisions.?

- Notifications of changes in candidate statuses keep everyone in the loop and help in managing our talent pipeline effectively.

7. Simplify the Application Process

- Don’t scare off potential candidates with lengthy applications. Remember, 60% of Gen Z job seekers won’t spend more than 15 minutes on a job application.?

- At the initial stage, collect only essential information:

• First Name
• Last Name
• Email
• Phone
• Resume/CV
• Cover Letter
• LinkedIn Profile
• Website
• Which of our core values resonates with you the most?
• Compensation expectations