Recruitment (as a process) is BORING!

So we've all been there, staring at our computer screens reading endless CV after CV, some of which fit the bill and we mark for short listing. However, unfortunately, many are the same sub standard list of job duties cut and paste from a job specification with little or no personal information, is it any wonder recruiters and HR professionals dread running recruitment drives.

I'm going to be controversial and say what we are all thinking, candidates have become lazy and this makes the task of searching for talent a chore and boring.

The rise of the smart phone, social media and other tech has made it far too easy for applicants to fire off their CV for each and every job they see on a job-board or company website. 'Click Apply Now' options heralded as time saving features for applicants have resulted in 50% of applications submitted online not matching advertised job criteria. This in turn results in longer recruitment processes as recruiters battle through reading endless boring CV's and painstakingly narrowing down applicants for final interview.

This is why so many companies include the following footer at the end of every job advert they place "due to the volume of applications received it is not possible to respond to every applicant, if you have not heard from us within 10 days of the closing date it is likely your application has not been successful".

Quite frankly I don't believe this is good enough, not for the applicant who took all of five seconds to upload their CV, but is it also not good enough for the recruiters/employers image and reputation. Who wants to be known as the company that never responds to applications, you'd be surprised at how grateful applicants are to receive updates, even if it is a thanks but no thanks, or try again in six months, at least they have closure and can move on.

The reasons companies chose to have this get out of jail free statement is simply down to lack of resources or lack of process. I am all for easy applications for applicants, but with a Thfew additional layers that will make the applicants think about their application, enable recruiters to access the applicants suitability before they have to read the full CV. By adopting an online application process that combines easy upload of the applicants CV with killer screening questions, automated filtering, video interviews

The good news is with the rise of "tech startups" over the last 10 years there has been a growth in the supply and choice of stand alone applicant tracking systems, all offering various levels of service dependent on size and type of organisation.

A good ATS will enable even the smallest of teams to add additional layers to the recruitment process that will first make the applicants think a little more before submitting their application & then importantly enable recruiters to easily assess & respond to applicants. By adopting an online application process that combines easy upload of the applicants CV with killer screening questions, automated filtering, online skills assessments & even video interview recruiters can easily eliminate unsuitable applicants and spend more time interviewing the people who are a good match.

A customised online screening process, with a built in applicant tracking system can reduce time to hire by as much as 60%, ensuring you get to the best talent and ultimately make better hires, faster. Reducing time to hire will have a direct impact on the cost of hire, enabling you to redirect budget to important areas such as staff training and retention.

A good hire starts with a good recruitment process, how good is yours?

LANDED Hiring Software can help in-house recruiters reduce time to hire by as much as 60%. See how much time you can save by requesting a demo today.

Article and opinions by: Emma Gunes, CEO, LANDED Hiring Software. (reformed agency recruiter on a mission to make hiring easy for all size of businesses)