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    A guide to recruiting efficiently Experiences Hiring
    pouya-518 avatar  Pouya | 5 comments

No organization wants to lose money, quality, and time simply because they can’t find a fast replacement for a recently vacated position. It’s estimated that when a new opening pops out, it takes over a month on average to successfully hire a caliber candidate who fits the position.

To think that each time a new opportunity shows up, an organization needs to compensate for a month of an empty-left position, both money-wise and time-wise, makes even the most positive-thinkers of us nervous and on edge. To successfully hire the right person who matches a job’s criteria, recruitment and HR team incorporate modern and highly-effective strategies into their everyday plans to boost their hiring efficiency.

Here, we’ll go over some of the best most-rewarding rackety strategies aka “Cheat Sheet” every recruiter is taking  advantage of to increase hiring efficiency in their related fields.

1. Go for the long-term approach
2. Make use of a modern ATS platform
3. Trust only data but never underestimate the power of passion and determination
4. Keep a clean, and crisp communicational line with candidates
5. Prioritize internal hires
6. Lean on the internal network
7. Find recruiters where they like to be found

There are many other factors to be taken into account, though here is your turn to share your thoughts and experience.


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    Thanks Pouya - this is a great list.

    It takes over a month on average to successfully hire a caliber candidate who fits the position.

    I think it takes a lot longer actually. And if we add the notice period, etc. that the individual might have to serve before joining the team, the delay is quite huge.

    A few things that has helped us:

    1. Sending customised mails to candidates we find promising. The reply rates are quite high in such cases.

    2. Making an extremely clear job description document helps. People focus a lot on the skills needed but explain very little about the role the individual would be performing, who they would be working with, etc. That's quite lazy.

    3. Of course, mentioning that it is a remote role has helped us quite a bit. We have been able to hire for roles where findiing "local talent" would have been impossible.

    johnwade avatar  johnwade  | link
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      Well said John. Agreed. How do you guys source and nurture your candidate pool?

      pouya-518 avatar  pouya-518  | link
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      Super post, Pouya :)

      Hiring is one thing I think our startup is pretty bad at even now. Finding quality people is just tough, especially for startups where pay is not going to be the highest but work is going to be quite a bit :(. 

      1. For us LinkedIn has worked well. HR agencies not so much.

      2. Managing expectations of candidates upfront is quite critical to success in the role. We are very clear about the level of hard work expected.

      3. Ensuring that the hiring process is quick and the candidate keeps getting feedback after each interview helps a lot. Speed is one thing that we can beat bigger companies on and that we should.

      karthik avatar  karthik  | link
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        Linkedin is getting quite expensive and almost doesn't worth to pay for the R-light, how do you guys use and source in from LinkedIn? 

        pouya-518 avatar  pouya-518  | link
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          That's true.

          We have a couple of LinkedIn premium accounts because we anyway use it to source freelancers for our startup Flexiple (which is a premium freelance marketplace).

          We don't take a LinkedIn recruiter account for full-time hires. We just use the LinkedIn premium account for sourcing candidates.

          Of course, we have tried Angellist also. Our luck there hasn't been great. But I am positive of that changing with us becoming full-remote earlier this year :)

          karthik avatar  karthik  | link