November 15, 2022

What are the advantages of a fast hire?

The advantages of a quick recruiting process stem from being more efficient rather than merely racing through the process. If you move too quickly and cut too many shortcuts, you'll wind up with people that are underqualified or uninspired. Hiring quicker without compromising applicant quality, on the other hand, will provide concrete outcomes.

hiring fast latam
In this guide you will find the main benefits of hiring quickly without compromising applicant quality.
Linda Saleri
Recruitment Specialist

What are the advantages of a fast hire?

  1. Save money
    We've previously stated it, but it bears repeating: one of the most significant advantages of recruiting swiftly is that it saves your firm time and money. Who wouldn't like to spend less time looking for the right person? Furthermore, keeping a post empty may be expensive in terms of recruitment and marketing expenditures in the long run.
  2. Achieve Business Goals
    Improving your time-to-hire and accelerating your recruiting process might also help you meet business objectives more quickly. The sooner your team can get someone in the door, the sooner that person can start to work and assist where assistance is required.
  3. Win the Competition for Talent
    With more open positions than qualified candidates in many industries, there’s no doubt it’s an employee’s market right now. But even in an employer’s market, the best candidates may still be listening to multiple offers. Moving fast will help you remain competitive, attract the most motivated talent, and get them to say “yes” to you first.
  4. Provide Assistance to Current Employees
    Lowering your time-to-hire helps your firm on an organizational level as well as your departments and teams. By swiftly recruiting and filling critical roles, you may lessen the danger of burning out your present staff.


Methods for Accelerating the Recruitment Process

We compiled a list of our top hiring strategies to help you recruit quicker and smarter.

  1. Examine Your Process
    The first step in improving your time-to-hire is to start from within—identify all of your recruiting steps and discover where the largest gaps are occurring. As an example:
    Is it taking you too long to contact a prospective candidate?
    Do you have a systematic procedure for getting feedback from candidates and new hires?
    Because each organization has its own recruiting process, the changes you make will be unique, but if you hunt for rough areas to smooth out, you'll find them. Keep in mind that even little modifications may have a big impact. A few minutes or hours of administrative work here and there may build up to days of productivity saved.
  2. Leverage Automation in Your Applicant Tracking System
    Having the appropriate applicant tracking system (ATS) may drastically reduce your time-to-hire, and automation is one of the most simple features a decent ATS can provide. Time may be saved by automating processes such as:
    - Posting job openings
    - Updating applicants on their status in your hiring process
    - Sending reminders to hiring managers
    - Filtering resumes to find the most qualified applicants
    - Sending offer letters
  3. Standardize Your Interviews
    Look for methods to simplify the interview process. As an example:
    - Determine how many rounds of interviews you will undertake before making an offer. This keeps hiring managers on track and makes applicants feel -more at ease knowing what to anticipate ahead of time.
    - Limit the number of interview rounds to the absolute minimum.
    - Instruct interviewers to ask the same fundamental questions to each applicant, providing a more solid foundation for comparison.
  4. Hire a Recruiting Agency
    Working with an external recruitment partner is one of the simplest methods to reduce your time-to-hire and should not be seen as a last choice. A recruitment agency does not have to be an outsourced partner that replaces your efforts; instead, they may be employed to supplement your outreach efforts.

If you're swamped, let an agency screen applicants first and then offer you the best of the best.

This investment may pay off significantly, especially for higher-level professions that require more time.

As with any adjustments in workflow, these suggestions won’t be the same for every situation or organization. That is why the first step is to do an initial recruiting audit to see where you may be more efficient and test to see what works.

Book a demo today!