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6 Key Areas to Improve Time Management for Recruiters

Time management for recruiters is more critical than ever, with the talent landscape becoming more competitive by the day. Recruiters spend an average of 30 hours a week on administrative tasks, which heavily overlaps with the 25 hours a week they spend on the phone.  

Artificial intelligence (AI), automation, and collaborative tools can help cut down time spent on routine “must-do” tasks and free up more recruiter time to spend on activities that lead to better results. 

Recruiters can benefit from more time spent learning about the jobs they are expected to fill and nurturing candidates through the hiring process. This extra attention during hiring can pay off significantly after onboarding; 90% of employees are more likely to stay with an organization they feel is empathetic to their needs.

Here are six key areas where recruiters can improve time management—and results.

1. Job Descriptions

Recruiters spend an estimated 3.75 million labor hours writing job descriptions every year. Simply making job descriptions non-gender specific can increase the number of qualified applicants by as much as 42%, cutting down recruiter time spent on sourcing. 

Removing coded language from job descriptions can also be a valuable tool for diversifying hiring. Using a tool like the Gender Decoder can increase the number of diverse applicants, by highlighting problematic language that could be preventing top talent from applying. 

2. Candidate Sourcing

Nearly half of recruiters surveyed for the Dice 2018 Recruitment Automation Report said they spend most of their workweek—at least 30 hours—on sourcing alone. Finding high-quality candidates for jobs requiring specialized skills can slow down hiring.

Crosschq Recruit simplifies sourcing, delivering ready-to-work candidates who have already opted-in to a talent network and completed candidate checks to showcase their attributes. This takes the pressure off of recruiters and gives them more time to focus on building relationships.

3. Candidate Management

A PwC survey revealed that 49% of respondents say they have turned down a job offer after a bad recruiting experience. Another study showed that 70% of job seekers lose interest in a job if they do not hear back from a hiring manager after just one week.

Hiring managers can use Crosschq TalentWall to stay on top of “how hiring is going'' at all times, prompting recruiters to complete a friendly reach-out at scheduled intervals. This can help to refresh interest and keep candidates engaged, so time invested won't have been wasted. 

Additionally, recruiters can save up to 75% of time wasted on handling inbound candidate calls by restricting such contact to preset time frames, such as Tuesday and Thursday afternoons between 4 PM and 5 PM.


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4. Candidate Nurturing

Lever notes that nurturing candidates can reduce the time to hire by as much as 19%. They also found that nurturing increases the number of sourced hires by 40%. Nurturing also reduces the reliance on agencies by 17%, and can give candidates a feeling of direct connection with the hiring manager. 

TopFunnel automates outbound communications, creating personalized messages that look like they come from the hiring manager. Nurturing candidates over time increases interest by 50% and generates a 1 out of 5 response rate—getting recruiters back to the important task of recruiting instead of spending their time chasing previously identified candidates and prospecting for new ones.

5. The Interview Process 

The average job search ends in only 18 days. Top talent goes off the market in just 10. That means recruiters need to build candidate relationships fast and reduce time-to-hire to win top talent without making rushed recruiting mistakes. 

According to one survey, the top interview scheduling challenge is finding a time that works for everyone.

  • 35% of respondents said scheduling interviews is the most time-consuming aspect of recruitment. 
  • 67% of respondents said it takes between 30 minutes and 2 hours to schedule a single interview. 
  • 60% admitted that they regularly lose candidates before they’re able to schedule an interview.  

GoodTime saves recruiters time and helps get top talent on board faster, with automated interview scheduling combined with intelligent interviewer matching to ensure the right person is doing the one-on-one.  

6. Candidate Checking

The age of the traditional reference check is over, with more and more companies preferring a candidate check instead. Recruiters used to spend 3 hours on average per candidate completing this task. Crosschq 360 reduces the time originally spent on reference checking by as much as 95%, and delivers higher value information via candidate checking, instead.

Using a customized set of predetermined questions and cross-checking candidate self-evaluations against scoring from peers and managers gives a clearer picture of actual skills and potential, without the unconscious bias that accompanies less structured reference checking.

Ready to make some changes in hiring practices and results? To get a Crosschq demonstration and learn how to support recruiter time management from within your organization, contact us today.

Debra Carney

by Debra Carney

Director of Marketing

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