Advice

How to create an agile recruitment process

For too long, too many companies have wasted time, money and effort on laborious and outdated hiring methods that have left recruiters exasperated and candidates fed up. But just how, as recruiters, do we go about creating the most agile process possible? Let's take a look.

February 9, 2022
6
minutes
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Lauren Crisp

Guest Contributor
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For too long, too many companies have wasted time, money and effort on laborious and outdated hiring methods that have left recruiters exasperated and candidates fed up.

Finding, selecting and onboarding just one hire can take an average of 22 hours. Time is money, but it is also so much more. Saving time is the difference between hiring your next star candidate, and losing them to a competitor.

Put quite simply, it really doesn’t have to be this way.

Creating an agile, adaptive and efficient recruitment process not only saves precious hours in the day, but improves candidate experience and strengthens an employer’s image. Above all, it better equips a company to achieve the ultimate recruitment goal: finding and hiring the best talent possible in a very competitive market.  

But just how, as recruiters, do we go about creating the most agile process possible?

It may seem staggeringly obvious, but a company can only attract talent if it is an attractive place to work in the first place. Before any hiring can take place, no matter how agile, it’s crucial to present a clear and compelling image of your company. Your online presence and application systems should be slick; your job descriptions clear and appealing. What is your ethos? What do you stand for? An agile recruitment process begins with a solid rep.

When you’re ready to get hiring, get streamlined in seeking out the talent. An Applicant Tracking System (ATS) simplifies the search. Take Stryve: a quick-search dashboard places candidate information at your fingertips; automated CV parsing allows you to pull out key candidate info; its redaction tool removes certain information to ensure a bias-free approach. Stryve also offers customisable job board templates, plus, with its app marketplace, you can integrate with your favourite third-party job boards to promote jobs seamlessly.  It couldn’t be easier to build a shortlist. What’s more, Stryve helps you to build a pool of alumni candidates for any and all future roles.

Next stop: a smooth hiring pipeline. Planning is key to hiring agility. With Stryve, you can design a custom flow for each and every job you add to the system, complete with automated actions for candidates. Triggered emails and event scheduling keep candidates in the loop throughout the process. Did you know that a considerable 69% of candidates want to see employer response time improved? It’s an unfortunate reality, but still mind-boggling, that a large number of employers fail to keep candidates informed. If you were ignored by a company, would you want to apply for a role there in future? Probably not. Keeping candidates informed and engaged not only ticks the efficiency box, but enhances your company’s reputation to external stakeholders.  

And now we get to the really cool part. With Stryve, recruiters can take advantage of the accuracy and efficiency of machine intelligence to assess candidates. At the very heart of Stryve is the Stryve Score, with its ability to score candidates out of 100, based on a number of factors. The higher a candidate scores, the more suitable they are for the role in question. Compare candidate scores to assess who you’d like to invite for interview. This is agile recruitment at its very best. Not only this, but the Stryve Score equates to an equitable approach to hiring that relies on candidates meeting the level of skills and qualifications required for a role. Hire based on talent and talent alone.

Planning and investing in the right systems and practices allows for an agile recruitment process that, while largely automated, is human at its very core; one which enhances the hiring experience and respects applicants and their time. Ultimately, a company’s recruitment process is a key indicator of its modus operandi for external stakeholders; it should be seamless, and it should be done right.

If you would like to learn more about Stryve and how we can help you achieve your hiring goals get in touch here.

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