How can you reduce your IT recruitment process time-to-hire?

Providing relevant resources to our clients on time is really a big challenge to overcome. Experienced Team of recruitment Shortlisting Process. Data, cold calling. Networking.

Using an ATS will help you post open positions, track candidates and manage your talent pool. Applicant Tracking Systems, can do other things like share with hiring managers and facilitate team collaboration as well as provide you metrics. This a must for anyone in recruiting & there are several types to choose from that are simple and cost effective. Your ATS is also a repository for all of your applicants and their resumes. Having a large resume database is often overlooked and you could be missing out on talent that you already have at your finger tips. For specific skills that are required you should you assessment skills to be sure you are hiring qualifed candidates. These simple assessment tools can help stremline the process.

Try to keep your interview process as short as possible, and avoid steps which don't help you make a decision. What has worked well for me with technical roles is a) have a good recruiter do pre-screening with questions and technical tests that we provide. b) have one interview day with multiple candidates, who are interviewed by a few people (we always used 3 interviewers) and have further technical tests. c) aim to make a decision at the end of the interview day, and communicate it to the candidates the next morning at the latest. d) chase the paperwork through, to get the final offer in the hands of the best candidates as soon as possible. The best candidates will always get multiple offers, so try to ensure yours is their first one.

There is always room for improvement in the hiring process when it comes to any talent and open roles. However its even more critical to streamline the process when it comes to technical talent and eliminating and condensing certain stages of your process can reduce time to hire while still evaluating the candidates background and experience. Combining interview panels, eliminating certain assessments and speeding up the process can all help to reduce time to fill.

You should define your ideal IT candidate profile, but don't become a it's hostage. The pipeline of available specialists for some vacancies is only 100–200 specialists. Our company had experience in searching for a vacancy where there were only 10 candidates in the local market (of course, not all of them consider your vacancy). Should I say that filtering candidates by zodiac sign or burning eyes in this case would be a terrible decision? What you should do is: > Provide the manager with realistic expectations and data about possible conversion and the recruiting funnel. > Start your review with candidates who best match your expectations. > Expand your search over time. In this way, you'll be able to fill the vacancy in time.

Providing resources on time is our job to do. It can be done with a smart and experienced recruitment team. Data filtration, Cold calling just to check who is the best and most suitable candidate for the job. Networking is also a way to get ahead in competition.