Recruitment funnel in 5 stepsEvery recruiter’s top priority is to recognize, evaluate, and hire the talent that best fits the specific opening of the company. In their search for high-performing individuals, hiring managers screen hundreds of applicants, analyze their career histories, and schedule interviews. These entire processes take more and more time as the number of potential candidates constantly grows, turning hiring process into quite a costly operation for the company.

There are lots of HR strategies which are used to hire talent and optimize the process of recruitment. Recruitment funnel management assumes that you can (and should) optimize each stage of this process, which is often visualized in the form of funnel. By putting the hints below into practice, you will attract more potential employees, speed up the recruiting process and noticeably minimize the odds of hiring the ‘wrong’ person.

1. Expand the pool of candidates 

The competition for good positions is fierce, but why is it sometimes hard to find a high-achieving employee? The matter is, maybe the person you are looking for isn’t planning to make thier next career step. Consequently, posting on a job board and company website aren’t enough. Diversify your efforts by taking advantage of social media, referrals of your current employees, and discovering the talents best fitting your criteria on career websites like LinkedIn to contact them with your offer.

2. Accurately define the talent you want to hire 

To make the ATS really helpful and to streamline the process, you need to set the detailed criteria for the person you are planning to hire. Specify their education, career history, skill sets, and achievement types to narrow down the number of interviewees and toss out those who definitely don’t fit your requirements. Remember that setting requirements precisely can save you hours and days on reading resumes and conducting interviews.

3. Access the soft skills during the interview 

Most recruiters rely on interviews to evaluate the competencies of the candidate and his professionalism. Meanwhile, interviews make great ways to screen the personal traits of a candidate who is probably going to work with you. And in this case, his ability to work in a team, personality, and general knowledge will determine how well he fits in his future team and overall company culture.

4. Analyze each stage of the recruitment process 

Starting from the applicants who expressed their interest, and moving to the interview and negotiation stage, each step is subject to analysis to improve this process. For instance, if you feel that LinkedIn is more productive in terms of applicants you finally hire, you can focus your hiring efforts here. Alternatively, you can intensify the promotion of the next vacancies in Facebook.

5. Use recruitment metrics to evaluate the efficiency 

One of the best ways to understand if your funnel works smoothly is to calculate the common metrics (applications to interviewees, interviewees to offers, offers to hires, etc.) and compare them to average figures. This will gives you a clear picture what the weak points are and at which stage of the funnel the efforts for improvement should be intensified.

With the help of the above methods, you will manage to make the recruitment process less time-consuming and costly. Hiring a talent is not a walk in the park; still, you will not only hire the best fitting person, but make the entire funnel more effective in the long run.

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