New positions need to be filled in the company, naturally as quickly as possible and with the perfect applicants: they need to be technically convincing, immediately available and fit in well with the team. For recruiters, this primarily means a lot of work. Here you can find out what needs to be considered in the application process, where the "time wasters" are hidden and how working with a recruitment agency can make it easier for you to recruit specialists.
Did you know that it takes a company an average of almost seven months to fill a management position?
For specialist positions, it is around five months. These figures vary depending on the size of the company, industry and internal processes - but they should make it clear to you that new hires almost always take several months.
An experienced HR manager is already familiar with the application process and knows the steps involved. The new position needs to be advertised, applications need to be submitted, incoming applications need to be assessed, job interviews need to be conducted and applications need to be accepted or rejected. Doesn't sound that complicated? Regardless of experience, recruitment processes are time-consuming, which is why the company must have sufficient resources available.
It may also be necessary to hold several interviews with the "dream candidate", an assessment center or a trial working day. According to statistics, around two thirds of all companies need up to three selection rounds to fill a management position. The majority of specialist positions require two selection rounds. Bear in mind that applicants usually apply to several potential employers. How many applications they actually write depends on the entry level, the industry and the size of the company.
Large companies have a higher success rate in job interviews
In large companies with over 500 employees, around a third of all job interviews result in a hire. At smaller companies, only one in ten applications is successful. At the same time, large companies also receive more applications per position on average. Small and medium-sized companies in particular therefore have to put more effort into the recruitment process and invite a proportionately higher number of applicants for a position.
The common path to the ideal personnel solution
Did you know that around 95% of all rejections from applicants are due to the fact that the applicant has found another job in the meantime? In the war of talent, it is therefore particularly important that you as a company act quickly and agilely so that potential employees are not poached from you. The majority of companies (87%) respond within two weeks of receiving an application.
What is the solution? Outsource the time-consuming steps of the application process and get support from experienced recruitment consultants. Your advantages? No extensive sifting and pre-sorting of application documents, no checking of qualifications and no salary negotiations. The main reasons for not hiring applicants are that the criteria in the job advertisement are not met or the salary expectations are too high. It is precisely these potential conflicts that you avoid by working with a recruitment agency so that your HR staff can concentrate on the soft skills of the applicants.
How you can benefit from employee leasing and temporary work
In particular, staff shortages that need to be bridged at short notice or additional requirements during order peaks cannot always be adequately covered. It is often almost impossible to find suitable and qualified applicants who are immediately available. In some cases, the company simply does not have the personnel or time resources for an extensive recruitment process. Recruitment service providers carefully compile their personnel selection methods so that they can present you with carefully selected and qualified candidates who meet your requirements.
Seeing a new appointment as an opportunity
Always try to view a new employee or a vacant position as an opportunity. New employees bring new knowledge and additional skills to your teams and move your company forward - you should definitely take advantage of this potential.
Source:
All the figures and statistics we refer to are taken from the study "What causes hiring to fail", 2018, n = 304.
