While finding great candidates is about diversifying talent pools to match a position, the real challenge lies in doing it quickly. While assessing a suitable fit for a role takes time, delaying your selection could result in top talent knocking on the door of a more decisive competitor.

When efficiently hiring quality talent, companies can shortlist the best profiles faster by offering job seekers a winning candidate experience.

Timing is key in keeping your target audience interested. We at Ongig believe that combining technology with human expertise enhances recruitment. On that note, let’s explore the steps for speeding up recruitment to guide the success of your talent acquisition goals.

How To Hire Faster – The Twin Standards

Two metrics come to mind when hiring quickly at scale. Firstly, the time-to-hire determines how fast it takes to successfully hire a candidate for a role. Essentially, it refers to how long it takes for your team to approach new talent and have them accept a job offer. Your time to hire matters because:

• Time to hire directly reflects the time and effort invested in talent acquisition ROI. These include scheduling candidate appointments, preparing/reviewing interviews, and implementing onboarding programs. Your team can review the metric as a litmus test to see what’s working and what needs improvement in the recruitment pipeline.

• The metric affects business continuity since it determines how your enterprise runs critical organizational roles and responsibilities without disruption.

• Considering the two points above, a quality time to hire presents a competitive hiring advantage over other companies within your industry. The advantage can lead to valuable opportunities during challenging market conditions like an industry-wide skills gap.

The factors that affect your overall time to hire include:

• Recruiter efficiencies – The interpersonal skills and competencies that recruiting teams apply in introducing hires to your company culture.

• Job description quality—How you frame your JDs will influence a candidate’s perception of your open position and organizational reputation. It is critical to keep your JDs inclusive, accessible, and engaging to maximize job application rates and speed up hiring.

• Career site performance—Your career site plays a huge part in converting job seekers into qualified talent. LinkedIn Talent Solutions shared that 68% of talent acquisition teams consider company websites the most effective talent branding tool (which fosters candidate experiences).

Secondly, there is the time-to-fill metric, which measures the time it takes for a new employee to fill a vacant role. While time-to-hire and time-to-fill standards differ according to industries and seniority, you can generally improve these metrics by synergizing AI solutions with innovative talent acquisition strategies.

7 Tips to Hire Faster at Scale

Hiring faster at scale is a challenging priority for enterprises since they constantly deal with large volumes of applicants and open positions. Manually vetting several job applications is manageable, but it becomes a real headache when they stream in by the thousands.

We have identified the following strategies to help you optimize the candidate experience and cost-effectively increase job application rates.

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