One of the most frustrating parts of the recruiting process for recruiters and HR professionals is waiting for feedback from hiring managers.  After a recruiter has spent hours sourcing, vetting, and pitching to candidates the last thing she wants is to wait days (or even weeks) to hear whether or not the hiring manager thinks the candidate fits the profile and wants an interview. Not only is there the simple inconvenience of time wasted, but the serious risk that a qualified candidate could decide to drop out of the race.

So why are hiring managers so slow to react? The answer to this question varies, usually around the manager’s time, priorities, and work style, but the problem remains the same – slow reactions can kill the recruiting process.  One can try to address this issue by creating policies requiring faster responses, or by simply spending more time harassing the manager in an attempt to elicit a response, but neither of these approaches is likely to actually solve the problem.

One effective way to resolve this issue is to stop using emails and spreadsheets to communicate candidate information with hiring managers. Hiring managers often have to deal with hundreds of emails per day, and if an email with a candidate’s CV comes in while other more important emails need to be addressed it will likely be overlooked.  Spreadsheets suffer from a similar attention problem since they are rarely live, actively updated documents, which means that extra communication, usually via email, is required.

Email and spreadsheets as a whole are becoming recognized as outdated and often inefficient tools. Hence the popularity of internal social networks like Yammer or communication tools like Slack. These tools work better because they provide just the information one needs, put it in the right place, and aren’t subject to the never ending clutter and confusion that is often found in emails and spreadsheets. By shifting to better communication mediums recruiters and HR professionals will be more likely to get timely responses from the hiring managers they have to coordinate with.

Another great option, albeit one that has the shameless and enthusiastic endorsement of Talentsoft, is the recruiting tool Hello Talent. This tool stores all candidate profiles, including CVs and social media links, in one easy-to-navigate place thereby making it easier for hiring managers to view and rate candidates.

That said, regardless of what tools you use I highly recommend moving away from emails and spreadsheets in working with hiring managers. If you use more intuitive, efficient mediums to share candidate profiles you can expect faster and better feedback. In turn, you’ll have an easier time hiring the best talent for the job and making your company better, faster, and stronger with every hire.

Interested in Hello Talent? Click here to create a free (yes, FREE) account.

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[Ebook] 14 Ways to Create an Attractive Employer Branding and Positive Candidate Experience

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