Introducing the Hiring Bottleneck Insight

Losing a good applicant to a competing company can be prevented by keeping an eye on your hiring bottlenecks. Learn about the automated insight you can use to avoid that scenario.

Are there any applicants currently “stuck” in your hiring pipeline?

Being on top of all current applications across multiple roles, departments and locations can be quite a challenge, especially because some stages of the hiring pipeline are expected to last longer compared to others.

It’s essential to provide timely feedback to applicants and keep them engaged. Prolonged inactivity in the hiring process can prompt applicants to drop out of it, applying for or accepting another offer.

You can now avoid that scenario, by having access to targeted information on applicants in danger of being left to wait in the hiring pipeline.

Enter the Hiring Bottleneck Insight, a timely report that ensures that you're always on top of what’s happening in your hiring pipeline.

What is the Hiring Bottleneck Insight?

The Hiring Bottleneck Insight prompts you when there are applicants who have spent more time in a particular stage of your hiring pipeline compared to the historical trends for your organization.

This insight’s result is shown in the form of a table. Each row represents a candidate and the stage they are currently in, along with the information on how long they have already spent in that stage compared to the expected value.

Hiring Bottleneck Insight

How does the Hiring Bottleneck Insight work?

The Orgnostic People Analytics platform takes historical data from your ATS and determines the duration of each stage for a particular role. From there, we go through currently open applications and check whether there are any outliers — candidates spending significantly longer time in a particular stage compared to what is expected.

Our algorithm also looks into whether there is enough historical data for a specific role at a particular location, so that we can provide a better estimate of the time expected in a stage for that particular scenario.

How to reduce bottlenecks in your hiring process

Manage all applications/candidates equally in ATS

When guiding candidates through the recruitment process, it's essential to keep your records clean by having them up to date on time, both when it comes to those who were successful in the process and passed to the next stage, as well as those who didn't make it to the next round and should be rejected and provided with feedback. The candidate experience heavily depends on the speed and relevance of the feedback they get back.

Communicate each stage of the process proactively

Once the evaluation of the candidate is done, in any stage of the recruitment process, make sure to either reject and archive the candidate or move them to the next stage or keep them in a talent pool for a different role.

Another crucial benefit of having your data up-to-date is being more confident about the analysis performed by Orgnostic.

Respond promptly to candidates

Some stages take more time to be completed, while some can be instantly updated by simultaneously reaching back to the candidates with the next steps or the rejection information. To have up-to-date communication with your candidates, try to write an email or make a call as soon as you know the information about the candidate's process.

How to get insights on candidates stuck in the hiring process?

With the Orgnostic People Analytics platform, the Insights on candidates stuck in one of the hiring stages are only a few steps away:

What are some other ways to optimize your hiring process?

As TA teams often need to fill in various roles fast, the optimization of hiring processes tends to become an afterthought, which has far-reaching negative effects.

Here’s a rundown of hiring aspects you should optimize too — to make sure you source, bring onboard and keep top talent more efficiently over the long run:

Candidate Drop-Off Insight

The longer they stay in the hiring process, the more likely it is that candidates will lose interest in the role they applied for with your organization. With the Candidate Drop-Off Insight, you get a timely look into top talent abandoning your hiring pipeline, which you can then fix and make sure the top candidates stay in the process.

Quality of Hire

The Quality of Hire metric helps bring supporting data to the belief that you’re making the right hiring choice. By looking into new hires' progress and productivity, the new employee's assessment of the job fit, and the new employee's first year retention, you can optimize the hiring processes, consistently do the best assessments, and improve the quality of hire.

Offer Acceptance Rate

Accepted offers determine the success of your hiring and hints at candidate’s experience throughout the hiring stages. With the Offer Acceptance Rate metric, you can figure out whether your job offers are attractive enough for the best people in your talent pipeline.

Top Hiring Sources

Some hiring sources get you one hire with fewer applicants. Other sources, like employee referrals, can give applicants unique insights on your company and reduce time-to-hire. By calculating the Top Hiring Sources metric, you can increase the efficiency of your candidate search through tracking the quality of different candidate sources.

What’s next for Orgnostic Insights?

Talent Acquisition Insights offer you a new way to look at your hiring process and then make data-driven diagnosis and decisions to improve it.

We are constantly looking for new ways to extract valuable conclusions from your data, while simultaneously relying on statistical rigor and scientific articles.

There are more Insights coming up, so stay tuned to learn more about employees at high risk of leaving or the impact of burnout and environmental support on employees’ performance, to name a few.

Want to improve your recruitment and bring top talent onboard? 👉 Start your people analytics journey

Read next: Introducing Candidate Drop-Off Insight