There are several hiring time wasters that can slow down the recruitment process and make it more difficult to find the right candidate. Here are some of the biggest hiring time wasters and how to get rid of them:

1. Poorly written job descriptions: A vague or poorly written job description can attract unqualified candidates or make it difficult to assess whether a candidate is a good fit for the position. To avoid this, take the time to carefully craft a detailed job description that clearly outlines the responsibilities, qualifications, and expectations for the role.
2. Inefficient applicant tracking: Keeping track of resumes, cover letters, and other application materials can be a time-consuming and tedious process. When I first started Referral Staffing Solutions, I attempted to track my resumes without an Applicant Tracking System (ATS) and it was painful and very inefficient. Consider investing in an applicant tracking system to streamline the process and keep everything organized. Technology continues to advance. A quality ATS  can assist in the engagement of passive talent in your database as well.
3. Too many interviews: Conducting too many interviews can be a time waster for both the employer and the candidate. To avoid this, consider using a phone screening or pre-screening process to narrow down the candidate pool before conducting in-person interviews. I know it's hard telling someone no but the reality is your time and the applicant's time is valuable. Respect both of your time and decline a candidate when you know they are not the right fit for the role.
4. Slow feedback and communication: Candidates expect timely feedback and communication throughout the hiring process. Failure to provide this can lead to frustration and potentially losing the candidate to a competitor. To avoid this, establish clear communication channels and set expectations for response times. Letting the candidate know what the next steps are and offering a timeline for that can greatly improve the candidate experience.
5. Lack of preparation: Lack of preparation can lead to disorganized and unproductive interviews. To avoid this, prepare a list of questions ahead of time, review the candidate's resume and application materials, and establish a clear evaluation criteria for each candidate. This is also critical so you are asking all the candidates the same round of questions, which is essential from a legal perspective.
6. Over-reliance on referrals: While referrals can be a valuable source of candidates, relying too heavily on them can limit the pool of potential candidates and prevent diversity in the workplace. To avoid this, consider using a mix of recruiting sources, such as job boards, social media, and staffing agencies.

By addressing these hiring time wasters, you can streamline the recruitment process and find the right candidate more efficiently. Learn more at www.referralstaffingsolutions.com.