Time can be the worst enemy of a recruitment process. The longer the delay in promotion, screening, interviews and talent selection, the more expensive and frustrating this process becomes.

On the other hand, a long recruitment time is not desirable when an urgent hiring need arises. 

But if the objective is to find the ideal candidate, with qualifications and capabilities compatible with the vacancy, it is important to join forces in this direction.

According to the Global Trends 2023 – Labor Market report, by Randstad, the Average recruitment time in Portuguese companies is 4.2 months. 

Is it possible to speed up the recruitment process without compromising its quality? It's possible, but it requires planning and strategic thinking!

Why is it important to speed up recruitment time?

Creating a quick and effective recruitment process is crucial to influencing candidate experience. And why does this matter? Because, nowadays, it is a challenge to compete against other companies in the recruiting the best talent.

If a recruitment process goes on longer than expected, candidates may give up the position and in the middle ground find the opportunity they wanted.

For this reason, speeding up recruitment time allows improve reputation of your company and obtain positive feedback from candidates. 

Not to mention the impact of this strategy in terms of saving companies' resources. In the end, everyone wins!

What are the limitations of urgent recruitment?

Urgent recruitment arises when a job vacancy needs to be filled quickly, usually due to an unforeseen situation, such as the dismissal of an employee or the need to increase production capacity.

In this model, companies focus on solving an immediate problem, which can lead to some negative consequences, such as lack of focus and scope in searching for the ideal candidate, as well as in making hasty decisions.

It is important to distinguish urgent recruitment from an accelerated recruitment process. Although the time factor plays a key role in both procedures, it is necessary to take into account the orientation towards a strategy.

Learn 9 strategies to speed up your recruitment process effectively and without affecting candidate selection!

How to speed up and optimize the recruitment process

1. Create an accurate job description

Many companies attract mismatched candidates because their job advertisements do not target their intended target audience. A well-written job description should include the qualification level, Skills It is requirements for the vacancy clearly.

2. Use recruitment and selection software

Whenever it is possible to automate the recruitment process and reduce the number of manual tasks, you should opt for this route. There are recruitment and selection software that help analyze resumes, schedule interviews and the track candidate progress throughout the process.

3. Create a careers page on your website

This is a step forward to speed up the recruitment process and solve an urgent need. By investing in a careers page, you guarantee a continuous flow of applications and promotes employer branding.

4. Simplify the application process

The longer and more complex the application process, the more likely candidates are to give up. It is important to collect only the absolutely necessary information to make a decision. You can also simplify the process by:

• Reduction in the number of application stages;
• Online form creation;
  
• Provision of several application options (by email, by cell phone, by application, etc.)
  

5. Use experienced recruiters

Having experienced and dedicated recruiters on your team makes the search for the most suitable candidate easier. Not only do they have advanced techniques and methods to evaluate candidates, they are equipped with the technology and contacts to capture the best talents more quickly and effectively.

6. Interview only the most compatible candidates

You should not make the mistake of interviewing all candidates who seem like a good choice. Instead, be sure to only call candidates who meet all requirements required, after careful analysis of their applications.

7. Get referrals through your network

Another strategy could be to invest in a referral program, offering bonuses to your employees. Second LinkedIn data, 88% of top employers reveal that employee references constitute the best sources of qualified candidates.

8. Consider conducting interviews online

Candidates will not always be available for the interview on the date you suggest. Therefore, consider organizing interviews via video calls that allow candidates to participate from anywhere.

9. Invest in internal recruitment

Sometimes, the ideal candidate may already be right under your nose. Internal recruitment allows you to reveal the potential of your employees, who already know the company's culture and just need a vote of confidence and to be better trained.

Advertise your vacancies to the right audience

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Nowadays, candidates are spread across various online recruitment platforms, which makes their recruitment and selection more challenging.

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