Time To Fill (TTF) is an important recruiting metric. TTF is the number of days between the day the job is posted and the day candidate accepts the day offer.

Recruitment cycle in an organization can be defined as each step in the hiring process:

75% of the time spent in the entire process would be from application to offer stage. This means that 75% of the process is under the direct control of the organization and can be automated using smart technology (artificial intelligence, machine learning, chat bots etc.).

Time and again lot of debate is gone in potential to automate some of the recruiting steps that are monotones and time-consuming. Lot of technology companies are working on bringing in the new systems and trying to ease the workload of managers who are involved in hiring workforce.

So how do you reduce the Time To Fill (TTF)?

Job Posting

– think of the search criteria and the system should be able to post the job for you. Social media has emerged as a very powerful tool and reliance on it has been increasing day-by-day. You have a manpower plan ready and need the resource after a few months. Why not get them interested today?

Automate your resume screening using Artificial Intelligence and Machine Learning enabled technology

– Most of us have learnt the hard way that Application Tracking System (ATS) is a better way of organizing and engaging the applicants. It would even be faster if the CV’s that are being flown in the ATS were filtered by way of JD match algorithms and a CV ranking mechanism. This can be done with ease using AI, ML and various other technologies. This reduction in TTF doesn’t come at the expense of quality of hire. In fact, technology enables quality of hire because each and every resume can now be screened and ranked.

“Old is Gold”

– constant update in your existing pool of candidates is must. We tend to collect thousands of resumes over the years and once that is saved we forget them. Organizations should have the ability to mine existing resume database to find candidates for current requirements. This can reduce the TTF as it allows you to skip the time taken to post a new job to offer cycle.

Use Chabot’s to engage as against the traditional ways of email or SMS communication

These Chabot’s are developed using natural language processing (i.e., they understand written and spoken text like a human would) to answer candidates’ job-related questions and provide feedback and suggestions.

Use technology to reduce the pressure of screening multiple applications

- we need people and most of the time they should be 90% fitting to the role and job requirement. However, least is the time that we spend on going through the resume. Infographic representation and automated resume screening can reduce the burden off the shoulder of the hiring managers and help in faster decision making.

Automate your interviewing process

- Interviewing software allows you to be flexible because you can conduct online interviews in real time or you can watch pre-recorded interviews on your own time. By using these features you can assess candidates choice of words, speech pattern, expressions and analyze how well will he she fit in to the role.