Posted by Eric Friedman

How long does your hiring process really take?

When you consider that you have to analyze the job requirements, write and post the job ad, promote it on different platforms and social media, read hundreds of resumes, conduct interviews, run tests and carry out background checks, you’re looking at around 30 to 40 hours of work for each role, at least.

When you look at how long the whole hiring process takes, including everyone involved, not just you, the numbers can get even higher. It can take 45 days, because you also have to interview the candidates two to three times, communicate with them on the phone, wait for answers, and keep the client apprised of the process.

This laborious process means that your investment in your recruiters is spread thin on activities that may not be the most productive. What would it mean to you if you could improve the productivity and success of your recruiters by more than 50%. Shortening the screening phase is key to your success.

That’s why building and administering the right job assessment tests for your clients’ candidates is a crucial step to saving time and increasing success in your staffing agency. If you’ve done a good job in the pre-screening phase, you should have a very good sense of candidates’ strengths and weaknesses by the interview phase, so that you don’t need to conduct as many interviews.

With eSkill, screen candidates faster and more successfully

Good hiring software should do most of the hard work for you. It should automatically sort your best applicants, send rejection e-mails to unqualified applicants, and keep you up to date with your hiring pipeline.

In addition, using customized job assessment tests will immediately root out all the chancers, opportunists, those who have the title, but not the skills, those who are “trying the waters.  The fastest you can customize and change a job skills assessment, the faster your candidates are ready to go for your clients’ opened positions. This leaves you and your team the energy to focus on the best performing candidates because you will conduct fewer interviews, reference checks, and conversations in order to find the best candidates for your clients.

At eSkill, we take this process seriously. We listened to thousands of clients about what they needed. Then we built a powerful software as a service platform. It is a complete candidate evaluation platform. eSkill’s users can build entire pre-hire job skills assessment flows, choosing from a wide variety of job skills assessments from the massive eSkill library of over 600 combinable subjects, 5,000 selectable subtopics, and over 1,200 standard tests.

ABOUT ERIC FRIEDMAN

Author

Eric Friedman is the founder and CEO of eSkill Corporation, a leading provider of online skills assessment for pre-employment selection and training. Since 2003, eSkill has tested millions of job candidates for employers worldwide such as Zappos, ADP, Coca-Cola, Randstad, and GE. With academic degrees in Psychology and Business, and experience with both mature and expansion-stage company growth, Eric has focused on how to hire and motivate team members to be the best they can be for their roles.
To learn more about Eric and eSkill, visit the company website at www.eskill.com , or contact him on LinkedIn.