Inside this issue:
- Build a hiring flow that holds.
- Find where your funnel leaks.
- The sourcing trick most recruiters overlook
Hey HR Folks,
May is here, and so are the open roles that somehow didn’t get filled in Q1.
If your hiring process is in good shape, the next few months are straightforward. If it isn’t, you already know what’s coming – delayed offers, frustrated managers, and that one role that’s been open since February.
In this issue of Keka Samachar, we’ll look at three things worth acting on this month.
1. Fix the hiring flow first
When every recruiter handles roles differently, things fall through the cracks. A structured recruitment system standardizes hiring, keeps feedback organized, and gives every candidate the same experience.
Here’s a short quiz to know if your flow needs fixing:
- Does a new recruiter joining your team know exactly what to do on day one without asking?
- Can you tell, right now, which stage each open role is stuck at?
- When a candidate asks “what’s next?”, does your team have a consistent answer?
If any of those are a no, the flow is the problem.
2. Check where your funnel is leaking
Saying “hiring is slow” isn’t actionable. Knowing that 60% of your candidates drop off between the first and second interview round is. Recruitment analytics pinpoints delays in sourcing, screening, scheduling, and offers.
Three numbers worth pulling this week:
- Average time between application and first response (benchmark: under 3 days)
- Offer acceptance rate (below 70% usually means a compensation or process problem)
- Which source sent your last five actual hires, not just the most applicants
3. Source smarter without adding cost
LinkedIn’s free tools go further than most recruiters use them. India has 76 million professionals on the platform and the best may not even be on Naukri.
- Things that actually move the needle:
- Boolean search to find passive candidates: “HR manager” AND “manufacturing” AND “Pune” NOT “intern”
- Post open roles from your personal profile, not just the company page. Reach is 3 to 5 times higher
- Comment on a candidate’s post before sending a connection request. The response rate difference is noticeable
- Short, specific InMails referencing something from their actual profile. Anything that reads like a template gets ignored
Pick one open role and run through this:
- Where exactly is it delayed right now?
- Has every interviewer confirmed their availability for the next two weeks?
- When did you last message the candidates still in the pipeline?
- Is the offer range approved and ready, or will that take another three days when the time comes?
Most hiring delays aren’t caused by a bad market. They’re caused by things that could have been sorted on a Tuesday.
Until next time!
