Written by Joyce Ann Danieles
Hiring the best talent from a business process outsourcing (BPO) provider is quick and easy. But from a provider’s perspective, hunting for the right candidate is complex and time-consuming. The team suffers from slow productivity if it takes too long to fill a position.
Hence, understanding the average time to hire in the BPO industry helps set realistic timelines and improve the recruitment process. This capacity reduces the effort and resources spent on filling vacancies.
But how does the concept affect service vendors exactly?
Keep reading to learn more.
Exploring the Average Time To Hire in BPO
The period from a candidate’s job application to the contract signing covers the term “average time to hire.” Service providers use this metric to measure how long it takes to receive applications, screen and interview candidates, negotiate an offer, and close an employment deal.
According to a Society for Human Resource Management (SHRM) report, the average recruiting process lasts about 24 days. This measure shows how quickly you can find the best applicant and how effective your recruitment team is.
BPO companies calculate this time-to-hire metric by determining the number of days the best applicant accepts the contract and the day the candidate applies. So if the candidate accepts the job offer on day 20 and submits an application on day 5, the time to hire is 15 days.
Time To Hire vs. Time To Fill
People often jumble the term “time to hire” with “time to fill.” While time to hire measures when a candidate applies until contract signing only, time to fill covers the whole candidate experience.
Time to fill includes the period from the job posting until the new hire’s onboarding process. Service providers calculate the average time to fill to evaluate their overall recruitment performance. Measuring the time to fill helps determine bottlenecks in their recruitment process. Such insights inform their efforts to develop strategies to improve hiring quality.
Factors That Influence Time to Hire in BPO
Perhaps you are wondering why getting the average time to hire in BPO is crucial when you can get such data from time-to-fill measurements. The answer is simple: time to hire identifies which factors make the recruitment period longer.
Note that 55% of job seekers expect the process from the first interview to the job offer to take one to two weeks. Service vendors thus need to revamp their application process if their current approach takes longer than that.
The factors listed below help hiring managers know which recruitment areas need improvement to reduce the time it takes to find and onboard the perfect candidate.
- Company Size: The larger a BPO firm is, the more complex and longer the recruitment process is. Therefore, providers need to plan well to ensure smooth and effective hiring.
- Hiring Volume: Higher job vacancies mean service providers should develop a more comprehensive strategy to speed up recruitment.
- Job Requirements: Roles requiring specialized skills and high tenure might need time extensions to hire the right people.
- Candidate Availability: Providers might struggle to recruit if only a few qualified candidates exist.
- Recruitment Process: A more rigorous process might take longer but can lead to a better-quality hire. Conversely, a less structured approach might be faster but yield poor results. Success still depends on how the BPO provider establishes and maintains its recruitment process.
- Location: Service providers based in areas with a limited talent pool should consider expanding their hiring to other regions, which lengthens their recruitment timeline.
How a Long Recruitment Process Affects BPO Companies
Knowing what offshoring, nearshoring, and onshoring are involves understanding how a lengthy recruitment process affects BPO companies. This way, you know which provider suits your needs best without wasting investment funds.
The following are the effects of delayed recruitment:
- Prolonged hiring leads to high costs on job ads, HR staff wages, and other relevant fees.
- A position remaining vacant for a long time decreases productivity and increases backlogs.
- BPO clients might get frustrated due to project delays caused by empty seats.
- Unfilled roles prevent providers from accepting new clients or projects.
- A slow recruitment process damages a provider’s reputation as an employer, urging top talent to seek opportunities elsewhere.
Ways To Improve the BPO Candidate Screening Process
Service providers follow practical steps to address the effects of a lengthy recruitment process. Note that a slow response time equals a negative customer experience. Likewise, companies that respond to candidates late might foster a bad impression. Hence, service providers ensure they meet the average time to hire in BPO through these best practices:
- Specify job requirements to quickly identify the most suitable applicants for the roles.
- Optimize advanced technologies to automate and accelerate candidate screening.
- Perform pre-screening interviews to assess a job seeker’s qualifications beforehand.
- Use psychometric assessments to predict an applicant’s potential and work performance more accurately.
- Add behavioral interviewing techniques to evaluate a candidate’s past behavior and performance in critical situations.
- Automate candidate background checking using artificial intelligence (AI) solutions.
How Do BPO Providers Attract and Retain Top Talent?
BPO companies combine competitive compensation, employee engagement programs, and BPO training or career development opportunities to attract and retain top talent. They also foster an inclusive work culture and promote work-life balance. Moreover, they motivate and recognize consistently excellent performance through incentives and promotions.
Why do these insights matter when exploring what BPO is?
A service provider’s strong talent retention strategy assures consistent, quality service delivery. The third-party staff’s brand familiarity guarantees a superior customer experience. Both clients and BPO contractors also benefit from cost reduction because high employee retention eliminates the need to continuously hire new workers.
The Bottom Line
The average time to hire in BPO is crucial to enhancing a service provider’s search for the best talent. Although it differs from time to fill, both recruiting metrics help providers plan their hiring strategies to meet staffing needs.
Considering the factors influencing this hiring process, BPO providers implement practical methods to enhance their candidate screening techniques. These practices also help address issues caused by the prolonged recruitment period. So expect high-quality support and output when outsourcing to a reliable service provider.
Do you want to work with a BPO company with a stable recruitment approach to meet your HR needs? Let’s connect; Unity Communications executes a fast, cost-effective process to hire suitable candidates and meet your desired outcomes. The award-winning provider also strategically retains its talent to support your continued success.
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About The Author
Joyce Ann Danieles is an SEO content writer from Manila, Philippines. She’s comfortable writing outsourcing-focused articles, helping you clarify the confusing concepts surrounding the BPO industry. With her experience in news writing and copywriting, she’s always ready to feed your brain with random facts and creative insights.
Outside work, Joyce explores the world of literature. She tries to write fiction she hopes to share with everyone someday.