9 Ways to Reduce Your Time to Fill

Discover 9 great ways to reduce your time to fill and hire top candidates faster!

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Want to hire top talent for less money? Reduce your time to fill!

Time-to-hire is one of the key recruiting and hiring metrics.

➡️ Download the Checklist of Most Important Hiring Metrics & Tips for Improvement

Time to fill metric measures how quickly a company can find and hire the best candidate. In a time of war for talent, many companies use this metric as their north star. Why is that?

There are 2 main reasons:

  1. Longer time to hire costs more money
  2. Loner time to hire causes you to lose the best candidates.

Did you know that a whopping 57% of job seekers lose interest in a job if the hiring process is lengthy (Source:  Robert Half’s research).

So without further ado, let’s take a look at the 9 ways to reduce your time to fill, improve your candidate experience and hire top talent for less money!

How can you reduce your time to fill?

Here are X effective ways to reduce your time to fill:

1. Start using a recruitment software

One of the best ways to reduce your time-to-hire is to use modern recruitment software. Modern recruitment software has many benefits, and one of the key ones is reducing time to fill. According to research, 86% of recruiting professionals say that using an ATS has helped them hire faster.

2. Track and measure

Track and measure your hiring process to find bottlenecks and resolve them. With modern recruitment software, you can automatically track and measure your time to fill. That way you can get an insight into how long does it take to hire for a particular job opening and make changes accordingly.

3. Automate your communication with candidates

In order to save time, you should automate your communication with candidates. Use the latest technological solutions such as recruitment chatbots and modern recruitment software. Modern recruitment software has ready-to-use recruiting email templates you can personalize and send in bulk.

4. Automate interview scheduling

With a modern recruitment software, you can send automated emails with an interview appointment that automatically sync with your work calendar. That way you’ll save valuable time going back and forth to arrange a suitable time slot for all your candidates.

5. Automate resume parsing and screening

Once candidates apply, a modern recruitment software will parse and screen their resumes and create their rich profiles in the system automatically. That way you’ll save the time needed to go through all received applications and organize them in order to find the best candidates.

6. Conduct group interviews

Conducting group interviews can save you a lot of time in the most consuming phase of the hiring process – interviewing. If you’ve never conducted group interviews before, don’t worry – we’ve got you covered! In our Guide for conducting a group interview you’ll find everything you need to know to learn how to plan, prepare and conduct effective group interviews.

7. Build a talent pool

Having a pool of great candidates eager to work for your company is the best way to reduce your time to hire. Every time you have a new job opening, you can simply choose the best ones from your talent pool! Learn how to build a talent pool from scratch and how to segment it for maximum benefits!

8. Source candidates

Don’t wait for candidates to come to you – go out there and find them! Luckily, today’s technology offers effective sourcing tools, which can perform complex web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

9. Implement an employee referral program

Asking your current employees to recommend great candidates is another way to reduce your time to fill. Implement an employee referral program and promote it regularly. Also. make sure to offer attractive and creative employee referral rewards which will motivate your employees to actively engage in helping you find new employees.


Top 7 Websites to Find Developers in 2019

Are you utilizing all of these top places to find developers? If not, you’re missing out on top tech talent!

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Need to find and hire developers?

Yes, we know…join the club, buddy! Finding and hiring developers is one of the top challenges for HR professionals and recruiters around the world.

However, finding great developers isn’t that hard – when you know where to look for them.

Download our free eBook: Definite Guide for Recruiting & Hiring Developers!

What are the best places to find developers?

The latest Stack Overflow’ survey The Global Developer Hiring Landscape 2018 has found that: only 16% of developers are actively looking for a job. This means that you won’t find them on LinkedIn, job boards and your career site.

You will find them, however, on specialized tech websites and forums. These websites are your best bet for finding and hiring top tech candidates, especially passive ones.

Top 7 sources of tech candidates

1. GitHub

GitHub is the world’s largest software development platform. It is a place where developers can host and review their code, manage projects, and build software alongside 31 million developers. Basically, it is a site where developers store their code and share it with others

for collaboration, further development or simply usage.

2. Stack Overflow

Stack Overflow is the largest most trusted online community for developers to learn and share their knowledge. It has more than 50 million unique visitors come to Stack Overflow every month. Basically, Stack Overflow is a Q&A site. It is a place where developers post their programming-related questions and coding problems hoping that other developers will be able to help them. It has a very popular job board.

3. Dice

Dice is a well-known job board and candidate sourcing site. Dice’s database includes over 11 million unique and actionable tech profiles – including 2.2 million complete with résumés.

4. Toptal

Toptal is an exclusive network of the top freelance software developers, designers, finance experts, product managers, and project managers in the world. All candidates on Toptal have a proven track record and elite industry experience in design, business, or technology.

5. Upwork

Upwork is the largest global freelancing website. With millions of jobs posted on Upwork annually, freelancers are earning money by providing companies with over 5,000 skills across more than 70 categories of work.

6. We work remotely

We Work Remotely is a niche job board for remote jobseekers. It’s the largest, most experienced and dedicated remote only job board in the world with over 1.5 million individuals visiting the site annually. It is primarily comprised of developer jobs.

7. Gun.io

Gun.io is a platform which helps employers hire elite freelance software developers. All the developers on Gun.io are already tested and vetted. Gun.io has the most comprehensive vetting process in the entire freelance industry. While other sites just do automated code testing, Gun.io freelancers through four separate assessments. They test each freelancer’s technical acumen through an automated coding exam, a live coding exercise, and a technical interview with a member of our engineering team.


How to Find Someone’s Email Address: List of Best Email Finders

Finding someone’s email address is one the key pain points in modern recruiting. That’s why professional recruiting masterminds use so called “email finders”, online sourcing tools that can help you find somebody’s email address for free in as little as a few seconds!

Email finders for recruiting?

Finding someone’s email address is one the key pain points in modern recruitment marketing. The way we recruit has changed. The war for talent is ranging on. For these reasons, instead of using “post and pray” method, we now have to proactively search for talent.

And when we find that perfect candidates, it’s crucial to contact them as soon as possible, in the most professional way – via email. But what to do when you just can’t seem to find your perfect candidate’s email address?

Source passive candidates with email finders

73% of your potential candidates are passive, especially the best job candidates. Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer.


Remember, a better offer doesn’t necessarily mean more money. It can be anything from flexible working time, education, opportunities to grow, benefits to cool projects. That being said, you have to think carefully how to approach passive candidates.

How to find someone’s email address?

How do professional recruiting masterminds solve the problem of “missing” email addresses?
They use so called “email finders”, online sourcing tools that can help you find somebody’s email address for free in as little as a few seconds!

List of best email finders

There are many similar email finders out there, so it can be very difficult to find the perfect one, especially if you have a tight budget (or no budget at all). That’s why we came up with this top 5 list of the best email finders you can use for free (to some extent).

1. Email Hunter

Why we like it: Email Hunter allows you to search for email addresses by the person’s name, but also by domain. Search by domain means that if you type in any company domain (company.com), it will scan that domain for email addresses and you’ll quickly get a list of all publicly available email addresses associated with it. When you find an email address you were looking for, you can type it in and Email Hunter will verify it for you!


2. Voila Norbert

Why we like it: Meet Norbert, a guy who promises he can find anyone’s corporate email. You can search for anyone’s email address based on their name and company (or website). Once he finds that someone’s email address, Norbert can also verify it for you.  


3. Find That Lead

Why we like it: Find That Lead offers a few more search options than previously mentioned email finders. You can search for an email based on a name and domain, but also based on a social media profile URL. Currently they support LinkedIn and Twitter. You can also choose between the different variables (e.g. location, job title, company industry, degree etc.) to make your search more accurate and find the right prospect. Find That Lead also offers email address verifier.


4. Lusha

Why we like it: Lusha is a browser extension focused on finding personal email addresses and phone numbers from people’s social profiles on sites such as Twitter or LinkedIn. It also offers an email template you can edit, save and use to reach out to potential candidates.

5. Headreach

Why we like it: Headreach is very interesting email finder because it offers a possibility to search and find someone’s email address and social profiles by their personal name only, but also by domain, company etc. It also offers advanced search with different variables (e.g. position, industry, keywords, country, location, etc.).


6. Email Generator

Why we like it: If you tried out all of the above mentioned free email finders and came up empty handed, don’t despair – all is not lost yet! We present you Email Generator! This completely free online tool will help you generate possible email combinations and see if any is real.


7. All My Tweets

Why we like it: If your potential candidate is active on Twitter, you have to try this! This tool wasn’t originally meant to be used for finding email addresses, so its powers are still quite hidden. Take advantage of that and learn how to hack out anyone’s email address through Twitter!


What’s your favorite email finder?

Clearly, there are many email finders out there. You favorite one may not be on this list, but we would love to hear about which email finder tool best helps your recruiting strategy?

5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

5 Social Media Recruiting Tactics You Haven’t Thought Of Yet

Written by Helen Sabell, CEO & Principal of the College for Adult Learning.


In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.

Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.

Sourcing Candidates

Sourcing potential candidates via social media is an excellent strategy, especially with people using an average of five or more social media platforms. LinkedIn is the most common social media platform recruiters turn to in order to find talent and it is an excellent place to start. However, if people are using more than five social networks, surely there’s room to branch out?

Instead of heading straight for LinkedIn, try other social media sites like Twitter, Google+ and Facebook to source new talent. Specialised search tools such as Followerwork can search through Twitter bios for job titles and keywords. Chrome browser extensions such as Intelligence Search, can easily search Facebook and Google+ and help you find potential candidates.

You can also use social media to filter out bad candidates since how someone behaves on social media can be a direct indication of their attitude. If you find that your candidate’s values do not match your company’s you can cross them off your list before you go through the lengthy recruitment process.

Monitor Your Competition

Social media is not only an excellent form of finding candidates, but you can also use it to keep an eye of your competitors. There are many tools available to recruiters to monitor the social media activity of their competition. Certain tools allow you to set up search columns which display how often certain hashtags and key terms are mentioned on sites such as Twitter. Such insights can allow you to get a leg up on competitors and improve your on social media tactics.

Targeted Facebook Ads

Targeted Facebook ads can be a great opportunity to connect with the best candidates. Many companies are investing a large portion of the advertising budget towards Facebook ads. Targeted Facebook ads allow you to choose certain demographics so that your ad is seen by the groups you are looking for. For example, if you are searching for an entry-level candidate, you may target a younger crowd (e.g. early 20s). It is an excellent way to narrow down your search and make sure you are reaching the right people.

“Occupational targeting” is also an excellent strategy to make sure your Facebook ads reach users who are experienced and working in your desired industry. You can alter your settings so that you are targeting users from particular companies, job titles or adult education courses.

Engage With Candidates

Social media platforms are a great way for you to communicate with new and current candidates throughout the recruitment process. Your Facebook page is a great tool for communicating your company’s image to potential candidates. Be sure to include useful information about the work culture, locations, employee testimonials and other relevant information.

Encourage your candidates to visit your page and ask any questions they may be pondering. Be sure to present an accurate image of your company as most people can usually tell if you are being ingenuine. You will pull in more talent if you provide an authentic persona of your company. 

Participate In Online Discussions

Social media can give you the opportunity to make sure you are present in the right conversations. Through the social media sphere, you can sort through your pool of candidates and find the right people. Being present in LinkedIn groups and using hashtags is a great strategy for making sure your job ads are seen by your target group. Make sure your job hashtags are unique and carry some relevance to the role.

Adult learning forums are constantly active, with many students seeking job advice and eager to gain experience. Online forums like these are an excellent place for recruiters to source talent and find the right people for their positions. Make sure you are getting your brand out there so that you have a well-known presence online.

Recruiting through social media strategies opens up a world of opportunities for HR professionals. It is a vital channel for sourcing new candidates and reaching the best people for the job. Start getting to most out of your social media recruitment strategy today.

About the Author:

Helen Sabell

Helen Sabell works for the College for Adult Learning, she is passionate about adult and lifelong learning. She has designed, developed and authored many workplace leadership and training programs.

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If you want to share this article the reference to Helen SabellCollege for Adults Learning and The HR Tech Weekly® is obligatory.

Report by Madgex Shows Job Seekers Busy Day + Night (Even from Bed) on Job Boards

Job Seekers on Job Boards Day and Night

Jason S. Capps, PhD, Content Marketer at Crelate, Inc.

As people become more heavily dependent on a variety of high tech devices, in their lives, it is important to understand the impact of these devises for HR, employment and recruiting. A recent study shows, specifically, the trends for job seekers in the global market. The bottom line: candidates are particularly active mid-morning and in the early evening, but also, somewhat surprisingly, active late in the evening as well. It could serve recruiters and hiring managers to pay heed to these trends for maximum return on sourcing efforts.

Since the increasing reliance on smartphones, iPads and tablets studies show that people are accessing technology more and more at all hours of the day and night in a variety of places. Apparently the average person spends more time on their phones and laptops than sleeping. This means most of us are badly breaking the rules of ‘getting a good nights’ sleep’ habitually by accessing technology so close to bed time.

I wish I could say that I turn off my iPhone 90 minutes prior to falling asleep (as sleep experts prescribe), but that would be a big fat lie! My excuse: my alarm is on my phone, therefore, I MUST have it on my bed side table. Of course, I often am accessing my Twitter feed, Facebook, and email right up to the point where I doze off. And apparently, I’m not alone in my smartphone ‘affliction’ as scores of job seekers are right there with me.

Madgex is a company that powers job boards for over 500 brands. Recently, they conducted an interesting study on job seeker behavior that is worthy of attention and comment. Madgex conducted a ‘diary study’ where they measured the daily habits of folks actively looking for a job. The goal was to accurately depict the ‘typical way’ that job seekers went about conducting their ‘job seeking’ behaviors without interfering with their routines.

A few of the highlights included:

In the Morning:

  • About 33% of job searches occur in the morning before work (though very few applications are sent during this period)
  • Many job seekers do a quick browse for opportunities during their commute to work
  • A typical job seeking session in the morning lasts 10-30 minutes and includes checking job alerts, notifications, and researching new opportunities on job boards
  • Also, the peek times that people visit job boards and apply for jobs is mid-morning
  • Most job seeker activities convene on Mondays or Tuesdays

During the Work Day:

  • During the typical working day, job seeking happens in short, quick bursts on a desktop or during breaks (often using a combination of mobile and desktop)
  • Social networks such as Facebook, Twitter, and LinkedIn are often perused for the latest opportunities
  • High numbers of applications are sent around midday and in the afternoon during the week

In the Evening:

  • More time will be spent taking a deeper look at potential opportunities and more research is conducted on companies and roles being advertised
  • This is also the time when resumes, CVs, and applications are worked on
  • It’s very common for people to be using a laptop or mobile while relaxing (and multi-tasking by doing job seeker behaviors)

Later in the Evening:

  • Interestingly, 12% of all of the ‘job seeker time” (searching, researching, and applying for jobs) occurred while in bed

On the Weekends:

  • Job seeking activities see a significant drop off on the weekends, as most candidates believe that not a lot happens over weekends

For professional recruiters and hiring managers, given how important content marketing and sales has become for sourcing quality candidates the information in this report is intriguing.

The implications are it’s crucial to think about the timing of when you are posting jobs to your job board and choosing to interact on your social media channels to maximize reach and eye balls to your open opportunities.

It’s not enough to have a great job posting or fantastic piece of content marketing–research shows that timing may be everything in order to be successful at finding the right candidate for the right opportunity.

For access to the full report and to learn more, click here.

Source: Report by Madgex Shows Job Seekers Busy Day + Night (Even from Bed) on Job Boards – Crelate

5 Hacks to Succeed in Talent Sourcing • Recruitee Blog

Written by Hagi Trinh | Originally published at Recruitee Blog.


smaller Hagi Trinh - Recruitee
Hagi Trinh, Recruitment writer at Recruitee.com

Talent sourcing is crucial to growing your talent pool. It’s very common to source like-minded people, and these can turn into ideal candidates. They are likely to be a cultural fit and are willing to stick with your company through thick and thin. The earlier you start keeping an eye out for them, the better. Here are five hacks to help you along the way.

1. Start where you are

Hit home. Hit home hard. There is a high chance that candidates already discovered you before you discovered them. Show them that they’re welcome. Give them the idea that they want to work with you. Some notable practices we’ve seen around:

    • Add a “We’re hiring” widget to your homepage.
    • Highlight “Jobs” or “Careers” as an unread notification. Feel the itch to click right away, right?

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    • In the team section: Add an anonymous profile with the tagline “Could this be you?” Or add a simple sticker “Want to see your photo here?”


    • Show your company culture in your “About” page or blogs. Then ask “Would you join us?”
    • When you don’t have any job openings, show that you’re willing to build a talent pool:

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2. Tell everyone about the job openings

The message you send out is important. Everybody can see and share it. It can reach the right candidates, or convert a bystander into one. Make it straightforward, everywhere. Use the power of word of mouth.

    • Put “We’re hiring” message in your company’s email signatures and newsletters.
    • Add a “We’re hiring” message to your company’s social media profiles, pages, and descriptions. Don’t shy away from Twitter, Facebook, Instagram, LinkedIn, Medium, or any other platforms. Because, hey, you’ll never know.

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    • Answer relevant questions on Quora with a “We’re hiring” message at the end. Make it less of a pitch and more of a thought leadership. Potential candidates can see your vision and decide to find out more.
    • Go offline. Go old-school. The message done right will find its way back online and spread like wildfire. Like this classic one:


3. If you don’t knock, they won’t open

Passive candidates are everywhere. Reach out for them. They’ll take your hand as the moment comes. Here is how you do it.

  • Google x-ray sites for relevant resumes. Willem Wijnans shared this awesome string. Just edit (Location), (Study), and (Keywords) as you want. Then the right resumes come to you in no time.

    intitle:resume OR inurl:resume OR inurl:CV) -job -jobs -sample -samples -template -”resume service” -“resume writers” -“resume writing” (Location) AND (Study) AND (Keywords)

  • Build a Google Custom Search Engine to x-ray any sites effortlessly. This comes in handy for sites with a user base, from LinkedIn, to About.me, to even TripAdvisor. Here is how Jennifer Bowen did it.
  • If the above is too complicated, you can use Recruitin to x-ray 6 major social sites immediately.
  • Collect information like emails, phone numbers, and social media pages of sourced candidates with Connectifier.
  • GitHub’s open API let you find anyone’s email address: https://api.github.com/users/XYZ/events/public. Just replace “XYZ” with the username of the potential candidate. Ctrl + F or Cmd + F for “email” and it’s there.

4. Collaborative talent sourcing

Who knows what your company is doing the most? Who knows the prominent players of a specific field the most? Your employees. They’re the best of both worlds. We can’t stress enough how critical this is. Let them be your ambassadors. Brief them regularly about the opportunities. Then let them run wild with “the search for colleagues” in their own niche groups. Developers scout Github and StackOverflow. Designers scout Dribbble and Behance.

5. Stay sane, stay organized

You and your team have now discovered a handful of potential candidates – opened across 50-ish tabs. Now what? We have a solution. Import your candidates via Recruitee’s Chrome extension or Firefox extension. Once imported, everything is in one place, ready for you to make the next move.

A quick recap

1 – Start from home. Make sure every potential candidate who visits want to stay.

2 – Send clear messages across all channels.

3 – Get your hands dirty. Reach out. Reach often.

4 – Let your employees be the company’s ambassadors.

5 – Put all valuable leads in order. Follow them when the opportunity arises.

Do you still feel stumped by some aspect of sourcing candidates? Comment, email Recruitee or send a tweet. One of the experts will get you on track in no time!

Source: 5 Hacks to Succeed in Talent Sourcing • Recruitee Blog