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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn more Talk to salesImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesVerify skills with game-changing levels of automation and simplicity to improve the quality of hire at scale.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
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November 30, 2018 
3 min read
Have you ever had that sinking feeling of presenting a shortlist of candidates to a hiring manager, only for them to systematically reject each and every one? Have you ever found the ideal candidate, only to discover they have another offer from a competitor which they’ve just accepted? If so, you are not alone. This experience reflects the fact that, despite huge advances in recruiting technology, our recruiting processes are slowing down.
In fact, according to Gartner time to hire has increased by 30 percent in 5 years, and most of the time, line managers still rely on gut instinct to make hiring decisions. Why is this happening?
The reality is that organizations have to balance three key priorities when they are hiring talent: hiring effectiveness, recruitment efficiency, and candidate experience. It’s a struggle to achieve all three of these at the same time, and so all too often we find that one dimension is given more weight. However, focusing too much on one area leads to problems. Some of these are more obvious. Cutting corners to deliver efficiencies places you at risk of compromising both the quality of your hiring decisions and the candidate experience. However, when organizations only think about making effective hiring decisions, it’s just as dangerous. Additional stages are added into the process, such as multiple interviews with multiple different line managers which often cover the same topics. When this happens, it really shouldn’t be a surprise to the recruiter that the candidate drops out of the process or finds another position in the meantime.
Organizations simply cannot afford to be introducing more time into the hiring process. Firstly, we know that 40 percent of the Financial Times Stock Exchange 100 Index are hiring for the same 21 role types – everyone is competing for the same talent. So, if you snooze, you will lose! Secondly, productivity is a significant issue facing companies at the moment, and it can take up-to six months for most people to get up-to-speed with the requirements of their role. It is critical that recruiting decisions are made quickly and efficiently to enable the onboarding process to begin so that new hires can start producing results. Finally, remember that candidates are often your customers too. A poor hiring process can directly impact your company’s performance if the individual decides to take their business elsewhere – particularly as research shows that they are highly likely to tell friends about this negative experience.
There is, however, a better way. By considering the context in which the candidate is completing assessments, and in which the hiring manager is making decisions, it is possible to create a seamless assessment process that ensures the right person is identified for the right role at the right time. You can improve your time to hire by ensuring you:
In all other aspects of business, we expect speed, accuracy, efficiency and a seamless experience. HR functions that are unable to provide this will increasingly find themselves left behind, something that they cannot afford in today’s talent-scarce world.
Learn about how you can quickly assess and select the right people for roles and provide an engaging candidate experience.
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