- Posted by Vidcruiter
- On June 4, 2015
- 0 Comments
According to the following infographic, recruiters spend an average of 78,352 minutes on the phone each year. That means recruiters are typically on the phone for 25 hours/week (63% of a 40-hour work week). Considering that recruiters spend so much time on the phone, it is important to ask the following question…
How much of that time is wasted?
The phone can be a recruiter’s best friend or worst enemy. Unfortunately, the type of calls a recruiter typically makes can easily become wasteful. Here are a few examples that highlight how easy it is for recruiters to end up wasting countless hours on the phone:
Scheduling Calls and Phone Tag:
Typically, recruiters will check 3-5 references per candidate, which means recruiters have to connect with up to 6 people for every candidate. Connecting with so many people can be a challenge and any time spent scheduling calls, re-scheduling calls or playing phone tag is essentially a waste. When you add in the fact that it may take multiple attempts to properly connect with each individual, recruiters end up wasting a lot of time before they can gather the information they need.
Unfortunately, recruiters will end up spending a lot of time with unqualified applicants. What happens if a recruiter determines that a candidate is unqualified within the first 5 minutes of a 30-minute interview? They can’t simply hang up the phone without being rude or losing the potential to match that candidate to another opportunity. Instead of spending the extra time on a more productive task, recruiters are stuck wasting 25 minutes of their time.
Fortunately, recruiters now have access to a variety of tools that will help them limit the amount of time they waste on the phone. Here are some of the best ways recruiters can avoid wasting time on the phone:
- Automated reference checks allow recruiters to gather all the information they need without having to spend time on the phone with a candidate’s references. By automating their reference checks, recruiters will be able to complete multiple references in the same amount of time as it took to traditionally complete one.
- Video Interviewing and Audio Interviewing are great for screening candidates. Both these types of interviews are conducted asynchronously, which allows recruiters to stop an interview as soon as they determine a candidate is unqualified.
- By administering applicant testing early in the recruitment process, recruiters will be able to quickly identify and spend their time with leading candidates instead of unqualified applicants.
- Automated emails eliminate the need to spend time on administrative communication. With a digital recruiting system, recruiters no longer have to spend time directly relaying the same basic information to every candidate.
With so much time spent on the phone, it is clear that recruiters have the potential to save countless hours. By leveraging the right technology, recruiters can ensure that the phone remains their best friends and doesn’t end up wasting their time.