According to the Association of Staff Physician Recruiters, it takes approximately 161 days to fill the average position. However, organizations may not be able to wait that long to fill an important role. An empty position not only means fewer opportunities to earn revenue, but also places more stress on others who need to compensate for the empty role.
Creating a sustainable recruitment pipeline is one of the first steps toward lowering the average time to hire at your organization.
Hire for growth potential
A sustainable recruitment pipeline supplies the organization with qualified talent from multiple sources. When hiring for senior positions, it often makes more sense to hire internally, as those candidates are already familiar with the organization's culture and practices. This consideration applies to medical professionals as well as administrators.
According to a report from the Society for Human Resource Management, 57 percent of executives believe it takes six months or more to achieve full impact in a new role. Internal hires may need less time to get up to speed than external hires, simply because they already possess familiarity with other stakeholders.
Optimize your culture to foster talent
Organizations that take a strategic approach to internal talent sourcing don't just wait for top performers to float to the top. To mitigate the risk of talent exiting your organization, there must be processes in place to promote internal talent conversions.
The American Management Association recommends taking a multi-pronged approach to internal talent management. For example, your organization could create a formalized process for coaching, mentoring and training entry level employees to prepare them to take on greater responsibilities over the course of their career.
Not only do these processes improve the efficiency of your recruitment pipeline, but also the effectiveness of your external hiring strategy. Top talent is more likely to be drawn to your organization if they see the potential for personal and professional growth.
Practice good communication with job seekers
If you let candidates become dormant in the pipeline, they're likely to find an opportunity elsewhere. According to SmartRecruiters, lack of communication is a common complaint among job seekers. Candidates get frustrated when a recruiter does not reply to their messages.
Keeping in contact with candidates via phone, email, chat or text is crucial to maintaining positive engagement. Even if you're just messaging them to say the position has been filled by another candidate, it's worth the time.
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