Finding the right candidate has become more challenging in recent times. With the advancements in HR technologies, the recruiting challenges can be overcome. You invest a lot of time in recruiting, interviewing and training candidates. All of this costs money. You usually end up spending much more time in responding to the resumes you receive, and candidates end up wondering why it takes you so long to respond to them. Some may even go to the extent of writing you unpleasant reviews if you do not respond to them on time. Moreover, a lack of communication with the candidate can also lead to them forming a negative opinion about you. 

If you want to be able to benefit from acquiring the ideal candidates and reduce your time spent on hiring, here are four ways you can make that happen:

Problem 1:

Screening every single resume can be time-consuming. With today’s competitive talent-driven market, it’s difficult for the top talent to stay on the market for more than 10 days. Moreover, if your response is not prompt, candidates may lose interest in the position offered. 


1. Build a Talent Pipeline

Building a talent pipeline will allow you to build a network of potential candidates when the need arises. A skilled candidate may not get the position they’ve applied for. This is where your role comes into play. Keep them engaged through text messages or emails so they feel they can continue to take an interest in working for you. This establishes a relationship with them and increases the chances of a qualified candidate working for you. 

2. Invest in a Good Applicant Tracking System

Investing in a good Applicant Tracking System will automate your recruitment process. Finding the right candidate is your priority. It is cost-effective and reduces recruitment-related costs. The engagement with your candidates will provide them with a positive hiring experience and convert them into brand ambassadors. 

3. Pre-Screening

Pre-screening will improve your quality of hire. It screens out candidates that are likely to display risky behaviors. You also reduce your chances of making the wrong hiring decision. 

Problem 2:

Recruiting can be expensive. You’re probably spending a lot on advertising, telephone interviews, hiring a recruiting firm, scheduling of tests and much more. 


1. Take Advantage of Free Job Postings

Take advantage of free job postings that allow you to tap on top career sites and business communities. This is an efficient way of getting your postings noticed. 

2. Make Use of Social Media

Make use of social media to target a much wider audience. You increase your chances of finding qualified candidates quicker. People also share posts on social media and that way you can significantly increase your reach to potential candidates. 

3. Benefit with Referrals

A referred candidate is of a higher quality because employees only refer to contacts that will be good fits for the position. It also speeds up the process of hiring and ultimately, the cost of hiring is reduced because employees speak to candidates about the recruitment process and what they can expect when they are a part of the company. Referrals are inclined to staying longer in a company and that itself is a clear indication of a higher quality hire. 

Problem 3:

There is often a shortage of the right candidates and we may spend hours reading resumes wondering who would be the right fit for the position.


1. Managing Talent Pools

Managing your talent pools will make the hiring process a lot more relaxed and save a lot of additional costs. 

2. Introduce Training/Internships 

Millennials gravitate towards companies whose values reflect their own. And once you have the right candidates in hand, make sure you have training programs and internships in place that provide candidates with the right skill sets. 

3. Promote Your Company Culture

Company culture is a term popular amongst millennials, typically those looking for a career switch. Exhibiting a unique company culture is key to recruiting new talent. A company culture that suits the desired lifestyle will attract young adults as well as retain your current employees

Problem 4:

In this highly competitive market, recruiters find it more difficult to find the right candidate that has the right skills set. You may need to up your game if you want candidates to take an interest in your company.


1. Build Brand Value

Building brand value requires a dedicated and disciplined approach. Defining your core values will set the tone of your business. Changing the way you do business and attracting like-minded people will also add to building a brand. Creating an attractive logo is also important. 

2. Manage an Attractive Career Site

Managing an attractive career site does not require a team of IT professionals or a content marketing team. You just require some simple tips. Producing video testimonials with current employers, a career blog, sharing success stories on social media as well as welcoming experienced employees of all backgrounds and knowing what your competitors are doing is vital.

3. Improved Candidate Experience

Most candidates want constant communication with their employers. This builds a strong relationship with your candidates and everyone stays on the same page.

4. Make Them an Offer They Can’t Refuse

Make them an offer impossible to refuse if you’ve found the right candidate. Top talent deserves to be remunerated well. With these solutions in hand, you can accelerate your recruitment process, thus building your employer brand!

Author Bio:

Kelly Barcelos is a progressive digital marketing manager for Jobsoid – Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in the field of HR enable her to create value-driven content for her readers – both on Jobsoid’s blog and other guest blogs where she publishes content regularly.

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Outside Contributor
From time to time, we are glad to feature outside authors who contribute to BizzMarkBlog with their insights and experience. This is one of those features.

Posted by Outside Contributor

From time to time, we are glad to feature outside authors who contribute to BizzMarkBlog with their insights and experience. This is one of those features.