A slow or long recruitment process is a significant contributor to poor candidate experience and increased candidate dropout. It is so memorable that it can even influence a person’s decision to apply for a role with you, years after a previous experience. In today’s candidate-short market, where the best candidates are in high demand, it’s likely to cause you to miss out on some great talent too.

Often, recruiters and HR teams have the best intentions, but process inefficiencies and bottlenecks cause delays. With the Great Resignation set to hit Australia in early 2022, now is the time for recruiters and HR teams to review their recruitment process and look for opportunities to increase efficiencies.

Here are four areas you can focus on for quick wins.

#1 Update your data and processes now

Your database should be a single source of truth, but it is only as good as the information that goes into it. So, if you have holes in your data, set up processes to address them now.

If your team members aren’t using the system the way you intended, it might be because the system simply isn’t intuitive. We all know ourselves, that if a system or administrative process takes more time than its perceived value, it is challenging to get motivated to use it.

Changing a system is one of those things that often gets thrown in the ‘too hard basket’ but soldiering on with a system that isn’t designed for your business a losing game. The good news is that switching is easier than you think, and the right partner will support you through the process.

#2 Automate candidate communication

Sometimes a longer recruitment process is required, and that’s okay. It’s essential to do your due diligence and find the right person for the role, but it’s critical that you communicate because no one likes to be left in the dark.

While a personal email is nice, it’s also not realistic in high-volume recruitment processes. The good news is that the right ATS will support you with a range of intelligent communication tools that automate branded, personalised emails and integrate them into your recruitment process. (If this isn’t seamless with your system, book a demo here to see how Recruit Wizard does it.)

#3 Set up access to real-time data 

Communication between central HR and hiring managers (or recruiters and clients) can cause avoidable delays. Creating live dashboards that enable all stakeholders to see where a process is in real-time, anytime, anywhere, can save time and keep things moving. These dashboards should be customised for the data points you need, rather than an overview of all the information you’ve collected to make best use of your data. It’s something that changed the game for Recruit Wizard client, Ivory Group, giving them insight into the process and the information they needed to make crucial resourcing decisions.

#4 Customise your technology

Your ATS should support you at every stage, helping you to address emerging challenges and take advantage of opportunities as your business grows. Talk to your provider now about how they can support you to make the most of your recruitment in 2022.

Areas to discuss include:

  • How can the system support your 2022 business goals?
  • How can automation tools be customised to suit your recruitment process?
  • What options exist to tailor reporting and dashboards?
  • What advice can they give on increasing uptake and making the most of your system?

Customised solutions are a key focus area for the Recruit Wizard team. We are known for our true partnership approach, working closely and collaboratively with our clients to build bespoke solutions to real-world business challenges. If your ATS/CRM isn’t supporting you in this way, contact Recruit Wizard to find out how simple it is to make the switch.