Time is essential when you’re a recruiter. If you spend too much time recruiting a candidate, they’ll go work for someone else. Follow these three guidelines for reducing your time recruiting while getting more beneficial results.

Hire the Right Candidate

 When you hire the right candidate the first time around, you save time and money by not having to find and interview potential hires all over again. Be proactive by having a large, qualified talent pool available by cultivating passive candidates over time. You’ll have an internal database from which to pull potential hires who fit the open position. Keep adding to your list of candidates so you may quickly fill other roles as they become available.

More Accurately Predict Future Performance

 Searching online resumes, profiles, and job applications for candidates with the needed skills and experience helps you to more accurately predict future on-the-job performance. By using social media, you can better predict whether a potential hire may be interested in filling an open position and whether you should reach out to the candidate. Also, you may more accurately guess whether a potential hire would be a good fit with an organization and is worth interviewing. In addition, you may better predict whether a candidate may cause major problems for a company down the road, such as a security issue, and whether or not you should spend time interviewing the potential hire.

It’s best that you test a candidate’s knowledge and skills during the interview so you know whether they’re a fit for the open position. You may use testing or technical assessments customized for the role you’re filling. Rather than simply trusting words on a resume, performance-based testing provides you with a clearer understanding of the potential hire’s competencies and abilities.

Note Professional Certifications

 Professional certifications pertaining to the open role give support to a candidate’s training and experience. This is especially useful when deciding between candidates with similar qualifications. Also, requiring specific certification for an open position helps filter out unqualified candidates. Remember that certifications requiring more advanced testing methods, such as writing out answers, say more about a potential hire’s qualifications than certification requiring multiple-choice answers.

Use these three tips for finding the best candidates in a shorter amount of time. For further help with freeing up time each day, get in touch with the experts at Innovative Employee Solutions today!

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