How to fill vacancies faster: learn how to optimize your selection process!

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How to fill vacancies faster: learn how to optimize your selection process!

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Recently, an interesting example from the company Wagestream showed the importance of knowing how to fill vacancies faster – and with much more assertiveness!

The process was shared on the internet and revealed, once again, that the recruitment and selection it has to be more and more strategic. Something elementary to guarantee more precision in the process, and also other benefits allied to this.

For example: costs are lower, as well as the hiring cycle. And when selecting people with the profile properly aligned with the institutional pillars of the organization, the risks of incorporating someone incompatible with the brand are lower (which helps to reduce the turnover rate gradually).

We will then see what can be learned from Wagestream's work on how to fill vacancies faster – and we will also show you some good practices to improve your recruitment. Throughout this article we will talk about:

Wagestream learned how to fill vacancies 27% faster

Filling vacancies faster

  • Improve response times;
  • Align a professional profile for each position in the company;
  • Involve managers in the selection process;
  • Have a proposal aligned with the market;
  • Never stop recruiting;
  • Know the different types of recruitment;
  • Use your company's social networks.

Good reading!

Wagestream learned how to fill vacancies 27% faster

To understand the real impact of its solution on attracting and retaining talent at other companies, Wagestream conducted research in health and wellness organizations in the UK.

And what was observed, at first, was that companies provided by Wagestream's financial welfare service filled their vacancies 27% faster than institutions that still did not use this corporate benefit.

The Wagestream

It is worth highlighting the impact of Wagestream's solutions: the company has an integrated system that helps with financial planning, financial education and payroll flexibility – something we already do through HR Consultants UKy!

With this, Wagestream makes an intermediary of solutions to avoid that the employees of a company suffer from defaults, the accumulation of debts and the consequent financial stress of these situations.

Ie: companies that offer this financial well-being benefit are well regarded by professionals in the job market, being a differential to fill opportunities in the organization.

It is worth mentioning that this, in general, constitutes multiple benefits for companies. An example is that, through a report by the Quarterly Journal of Economics, the entire contracting cycle in the country costs £ 5,433 in an average of 23 working days for its execution.

As a result of the Wagestream survey, the savings generated would be £ 1,465. this is added to each contract, and the gains are multiple and cumulative.

Filling vacancies faster

A financial well-being program has an active relevance in the qualification of its selection processes and, consequently, points out a new path for those who want to know how to fill vacancies faster in your company.

It turns out that you can multiply such benefits. And, for that, keep an eye on the tips below!

Improve response time

There is something that the candidates share in their experiences, and it affects the company's reputation: the response time. Long selection processes and wrapped in mysteries do not please people.

They prefer to follow the cycle, know what stage they are in and have constant returns and feedbacks, even. In the same proportion that “being in the dark” is a negative point that can make it difficult, as a consequence, to find and find the best professional to fill the opportunity in question.

Align a professional profile for each position in the company

Companies that hire only because of the skills of a professional can increase the risk of having the wrong hiring.

After all, as much as this professional in question has the desired skills, his profile may be in total misalignment with the organizational culture of your company. And this will be reflected, later, in the delivery of a quality service.

In its turn, knowing exactly the type of professional your company needs is quite a differentiator. It can be applied at all stages of your recruitment and selection, favoring the choice of candidates who have more to do with the company in every way, and not just in curricular matters.

Involve managers in the selection process

HR is essential in the job of learning how to fill vacancies faster. It turns out that management has its share of relevance, no doubt!

After all, no one better than leadership to point out the challenges, the needs and peculiarities of your department. As much as HR understands how it works, on paper, the practice is better analyzed by those who live with this routine on a daily basis.

Therefore, design a specific selection process for each sector, but involve the leadership whenever possible and at any stage of the flow.

Have a proposal aligned with the market

Nowadays, people know the average salary of their country, their industry and even their city. In part, this proves to be important so that companies do not practice wages and corporate benefits below this approximate value of the market, and consequently approach competitive differentials.

In turn, it helps to filter the candidates' search. Companies that refuse to be within this average, for example, will face more difficulties to fill vacancies. And with that, they will spend more and are unlikely to attract the great talents of the sector to occupy their job opportunities.

Never stop recruiting

Important tip for those who want to know how to fill vacancies faster: never stop recruiting. Build a talent bank, maintain a good relationship with the candidates that most generated identification, in previous hires, and keep an eye on the big names that emerge in your area of ​​expertise.

In this way, an open opportunity can be quickly filled from this rich and constantly developing relationship. Consequently, the average time of hiring and also of reducing associated costs.

Know the different types of recruitment

Don't focus on one channel and strategy to recruit new candidates. You have several opportunities to be within reach of the great talents in the market and it is worth exploring them in order to identify which ones have more to do with the profile of your brand and also with that of each desired professional area.

Below, we will highlight some ways to add this flexibility to the recruitment and selection process, such as:

  • internal selection, which consists of analyzing your own talents to fill open opportunities. This can mean an advance when learning how to fill your vacancies fast;
  • mixed recruitment, which uses both internal and external recruitment, keeping an eye on what happens in the market;
  • keep in touch and have a good relationship with universities and technical schools. This is a way to find new talent and enrich a competitive advantage for your company;
  • dialogue also with unions and their respective files to provide a means of entry for professionals in each category;
  • look for the specialized service of headhunters, who can be the “eyes” of your company, always looking for new professionals to quickly fill your open opportunities.

It is worth merging your strategies and understanding, in advance, which ones have the best effect within the characteristics of each opportunity. This can make the hiring process faster, more assertive and, consequently, more economical as well.

Use your company's social networks

And speaking of communication channels to learn how to fill vacancies faster, turn the company's social media into a hiring tool as well.

Strategically, you can show more of the organization's routine, your brand differentials and even post open opportunities. Those who follow the company can benefit from following open positions and also develop more interest in being part of the staff.

In addition, LinkedIn and other corporate social networks make all the difference to attract and retain talent, and also to compose a reference and authority image for your organization.

And to complement the tips that we saw throughout this article, take the time to read our post about the main recruitment and selection trends for the year 2021!

Now, too, we can count on you to further qualify your company's selection processes. If you know more people who want to know how to fill vacancies faster, share this post on your social networks and mark colleagues who can make good use of the tips seen here!

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