According to a 2015 Glassdoor survey, France is world champion for the length of recruitment processes (31.9 days on average). A situation that includes its share of disadvantages for both candidates and companies.
- When it’s long, it’s expensive
Recruitment that takes too long is also going to cost much more with the multiplication of meetings and hours of research , in short the multiplication of hours of work. On average, in France, the cost of recruitment varies from 7,000 to 10,000 euros.
- When it takes too long, it’s bad for the employer brand
The candidate waits, waits, waits and waits. Between two rounds of interviews, time expands, response times drag on, and it is the seriousness of the company that begins to be questioned. Not good at all for the employer brand. According to a Robert Half survey dating from 2016, when faced with a long recruitment process, 39% of respondents lose interest in the position offered.
- When it takes a long time, the best candidates evaporate
This is not a surprise. The best candidates are coveted by many companies, and a recruitment process that takes too long is risking that these candidates will be swallowed up by the competition. 49% of French HR directors confirm that they have already missed out on a qualified candidate, who ended up turning to another company because of the slow recruitment process.
It is therefore imperative to shorten the hiring process. To achieve this, here are a few avenues to explore:
1.Reassess internal processes
The goal is to identify bottlenecks. Which step is the most time consuming? The selection of candidates? The interviews themselves? The choice of the successful candidate? This work is essential to make the process more fluid and to adopt solutions that will shorten hiring times.
2. Communicating an understandable candidate profile
The job profile must be clearly established from the outset. There must be no ambiguity in this regard. This means paying attention to much more than just hard skills. Personality and cultural fit with the company play a fundamental role in hiring. In short, the profile you are looking for must be defined as precisely as possible. Otherwise, you may never find it.
3. Adopting technology
If it hasn’t been done yet, think about it. Streamlining processes also means adopting the best that technology has to offer. Recruitment software can help organize applications according to their progress through your recruitment process. Google Forms and LinkedIn allow you to create digital questionnaires that your candidates can answer on any device. And to save time, the organization of video interviews can prove to be a valuable aid, a method which is abundantly used following the containment caused by the Covid-19 crisis.
4. Playing disruption
Today, the challenge is not so much to lose energy in finding candidates (as too many HR managers and recruitment agencies continue to do), but to quickly identify the profile that will really match the position: the one that will combine hard skills, soft skills, and the right personality to blend harmoniously into the team and be totally in line with the company’s objectives and culture. How to achieve this quickly? There is a solution. Jobgether is a disruptive platform that takes into account all the dimensions of the candidate in order to propose the 5 best possible matches for a recruitment cost divided by 10. In short, the future of recruitment.