If you hire efficiently and effectively, you can see higher profits, lower rate of turnover and increased revenue growth. However, the trick is balancing the two parts so you don’t waste time on subpar hires. It’s almost important to consider the impact of an open position on the company. It places a strain on other employees who need to pick up extra work, management who have to reassess resourcing and clients who receive less attention. Because of this, there should be a constant focus on decreasing the time between when a position opens and a new hire starts at the company. Profiles, a Digital Recruiting agency carries an average time to hire of 30 days, or 4.2 weeks, from posting the job to hiring a candidate. Many variables play into this average such as the hiring managers response time and availability to interview the candidate.
The time cost of hiring
Gethired.com designed an infographic to demonstrate how much it costs to hire one employee.To start the process, you will need to create a job post. This can cost between $40 and $450 plus an hour and a half of your time. Reviewing applicants can be done by hand or through an applicant tracking system. Sorting through resumes on your own can take up to 24 hours of your time, depending on how much attention you give each applicant. In contrast, an applicant tracking system will sift through the resumes, drawing attention to those that feature desirable keywords. The flaw in this system is that a highly qualified applicant may not have the correct keyword while another applicant may have a keyword in their resume but lack necessary skills. According to the information from Gethired.com, calling candidates directly for prescreening costs about 15 minutes of time per person. However, this is a necessary step because 43 percent of applicants misrepresent themselves on their resumes, whether it be their credentials, past salary or skills. To schedule interviews, plan for a 8 minute phone call per candidate. The average length of an in-person interview is 30 minutes, meaning a six-candidate pool will take roughly 3 hours of your day to interview. Finally, to complete reference checks, assessments and second interviews, block out almost 8 hours. If part of your responsibility as an HR manager is generating revenue, the financial impact is greater for your company.
Creative staffing trends
Beta Boston completed a roundup of what HR managers should look for in creative professionals and how the market looks right now. Candidates applying for creative careers should have digital expertise in the latest versions of necessary programs as well as markup languages. Some examples are Adobe Creative Suite, Adobe Creative Cloud, HTML5 and CSS3. In an increasingly mobile world, these applicants should know how to work with smaller screens. This includes responsive design features and graphics that are still eye-catching when small. The prevalence of big data means new employees should be comfortable dealing with analytics. Finally, experience is key in a qualified candidate. However, fewer years of experience may be supplemented by an impressive portfolio and technical knowledge base. Beta Boston reported that creative and marketing positions will see a 3 percent increase in salary this year. According to the same report, seven jobs for creative people should see increased openings. Digital project managers who work with clients on web, mobile, multimedia and interactive projects, as well as interactive marketing manager jobs for people who focus on the daily operation of the company’s webpage and online marketing strategies, will become more central. The industry may also see a jump in jobs for web content writers, mobile graphic designer jobs and user interface designers. Front-end web developer jobs should increase for people who collaborate with designers to turn code into browser-based websites.