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9 Productivity Tips for Recruiters and Hiring Managers

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When you have an open position to fill, there’s no time to waste. Every day that passes without a full staff reduces your company’s output and places additional stress on your current teams.

Of course, finding a great candidate is easier said than done. According to one research study, the average time to fill an open position is 43 days. And some industries face an even longer hiring time. Labor experts also predict that the situation won’t improve anytime soon.

As a hiring manager, you’re no strangers to these trends. But how do you get around them?

While you undoubtedly have your own productivity tips, we want to share our best secrets for more efficient recruiting and hiring.

To help you save time and fill those open positions sooner, check out these productivity tips for recruiters and hiring managers.

1. Collect Your Productivity Metrics

Gather data to determine whether or not your recruiting tactics work. Track the following performance metrics:

  • Your total number of completed recruitments
  • The total amount of time it took to fill each position
  • The number of hours you spend on individual hiring tasks
  • Your new hire retention rates

These metrics provide a valuable baseline for your productivity as a hiring manager, and hard data may offer new insights into your personal performance. You can also use this information to create measured, attainable goals. After all, goal-setting is a great way to motivate yourself and improve your productivity immediately.

2. Start with Strong Job Descriptions

“Measure twice, cut once” applies to writing job descriptions too!

A strong job description will attract competitive candidates. But a hastily-written description can deter applicants. Too many requirements, vague job duties, typos, and other errors can all turn off job seekers. By taking the time early in the hiring process to write an accurate and enticing job description, you save time later in the hiring process.

Here are a few quick tips for writing a good job description:

  • Update old job descriptions to accurately reflect the current role
  • Use clear, concise job titles
  • Prioritize skills over experience or education
  • Employ inclusive language
  • Gather input from team members

It’s also helpful to be transparent about pay and benefits.

3. Post Your Salary Range

Several states now mandate pay transparency. Regardless of your state’s laws, posting the salary range on the job description is now standard best practice.

Multiple LinkedIn surveys found that job seekers prioritize pay transparency. Insight Global also polled job seekers about job descriptions, with 60 percent of respondents saying pay transparency mattered the most.

4. Look for Talent Internally

There are pros and cons to hiring internally. An obvious pro is cost and organizational knowledge. Internal hires are low-risk. You’re already familiar with their work ethic and contributions to company culture. Given the current hiring climate, you may save significant time by advancing an existing team member rather than starting from scratch externally. Of course, you’ll still have an open position—nonetheless, replacing an entry-level position is more straightforward.

5. Use Job Boards Effectively

Choose the right job boards for your specific industry. Rather than posting your position alongside millions of other job descriptions, determine which online boards are more likely to attract your desired applicants. For example, some job boards cater to technical professionals, whereas others better suit those in the hospitality industry. Here are a few additional tips for managing crowded job boards:

  • Post your job on several sites
  • Keep job postings brief
  • Optimize job descriptions for search by using relevant keywords
  • Understand and use the functionality each site offers, like analytics

Above all, be willing to adapt. If your position has been live for two weeks without viable candidates, it’s time to pivot. Tweak the language and consider the post through the lens of the applicant. What might be deterring your potential candidates? Don’t be afraid to ask your colleagues for perspective as well.

6. Lean on Resume Screening Software

Sorting through resumes is one of the most time-consuming aspects of the hiring process. If you haven’t already, consider using resume screening software. These resume-screening algorithms work 24/7 and can even create a fairer hiring process. If your company currently employs an applicant-tracking tool, ensure it’s up-to-date. AI advancements have drastically improved applicant screening technology.

7. Leverage Remote Hiring Practices

Spend time and resources only on your top candidates. Rely on phone, Zoom, and email whenever possible. Keep initial remote interactions brief and trust your gut. Limit in-person interviews to the final candidates.

Using a mix of remote and in-person hiring practices saves time for both you and the candidates.

8. Work with a Staffing Agency Like Insight Global

A big productivity tip for recruiters and hiring managers? Knowing when to ask for help.

A staffing agency is already connected to prescreened and qualified candidates. When you work with a company like Insight Global, we help you write the perfect job description, source applicants, and screen candidates. Our hiring partners speed up the entire hiring process.

9. Don’t Rush the Process

Finding the right person for the role is ultimately the most productive choice. It’s timely and costly to onboard a new team member, so don’t hire the wrong candidate and then repeat the process a few months later when they don’t work out. Rather than forcing a square peg through a round hole, make peace with the extended time-to-hire rates.

Reflect on Your Hiring Practices

Labor market trends are creating some serious hurdles for hiring managers. Finding a great applicant for your open positions is challenging, no matter what field you’re in. Follow these productivity tips for recruiters and hiring managers to ensure your time and efforts are well spent.

Looking for more expert advice? Insight Global hosted a webinar with hiring experts Rebecca Farno, Eloise DiMase-Nordling, and Jeremy Krickel. In this excerpt, Jeremy explains the critical step hiring managers should take before they devise a hiring strategy.

Want to watch the full webinar? Win with Your New Hire: Your 2025 Playbook for Hiring Top Talent is available on demand. Register now!

The Insight Global team is excited to help your company fill its open positions and thrive. Contact us today for further assistance in attracting top talent.