Optimizing the recruitment funnel is easier said than done because you have to address each stage of the process. This includes the attraction stage, the application stage, the screening stage, the offer stage, and lastly, the offer acceptance stage. But, of course, perfecting the funnel is something all companies should aim for – it ultimately saves precious time and resources.
An optimal funnel means you won’t spend months hunting for candidates only to hire the wrong ones. This is why we are about to share 5 ways for you to perfect your hiring process.
#1 Spend your recruitment budget on optimal channels
To streamline the recruitment process, it is essential to devise a strategy from the very beginning. It might include creating a recruitment budget and planning the right way to spend it. If you don’t have a proper recruitment plan, you might need to invest in one. If you don’t have the appropriate skill testing tool, you might have to find one – whatever is required.
#2 Screen via technical skills assessment tests
The importance of getting things right from the start cannot be overstated, and that’s why we’re mentioning it again. Coding and tech skill assessment tests are a powerful tool for tech recruiters to optimize their recruitment funnels. These assessments provide a means for you to assess a candidate’s potential for problem-solving in the workplace, offering more reliable insight regarding their fit.
By screening out unworthy candidates pre-interview, recruiters can dramatically increase their interviews to offer conversion rates.
#3 Automate your outreach & resume screening
Automation is a real game-changer across the board, and the recruitment funnel has certainly benefited from it too. For example, recruiters can send bulk invites to the candidates to automate initial outreach, saving time and resources in the long run.
Sifting through hundreds or even thousands of resumes manually is a tedious task – and something of olden times. Nowadays, AI is readily available to help recruiters screen out candidates in mere minutes. With automated screening, you only have to set the criteria of what you’re looking for in a candidate, quite like a computer search. Then, the AI takes care of the rest.
#4 Rediscover old applicants for new roles
Sometimes, candidates have solid skill sets but are not the right fit for the role they’ve applied for. However, your company might have a new role open up that a previous applicant would be perfect for. This is where candidate rediscovery shines – it helps recruiters sift through previous resumes and discover old applicants that may be perfect fits.
#5 Conduct online technical interviews
While in-person interviews certainly have a charm of their own, online interviews have some commendable advantages. An online interview:
- Saves valuable time and resources, both for interviews and interviewees.
- Offers recording options – for you to analyze the interview later on.
- Allows real-time pair programming interviews.
- Flexibility – online interviews make it easier to assess candidates who live far away or screen applicants for remote positions.
The enhanced flexibility provides recruiters with a more diverse pool of applicants, increasing the likelihood of finding the ideal one.