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The latest studies show that small business owners spend one day a week or more on HR paperwork issues. This goes up 37% if the company has between 20 and 49 people. The same is true for recruiting and hiring teams, who spend about 30 hours a week handling administrative tasks during the candidate search process. What are the five biggest time stealers for your recruiting team, and how can an employee of record (EOR) help you regain some efficiencies?  

When Your Recruiters Don’t Have Enough Time in The Day 

1. Sourcing Candidates 

Finding the right candidates takes a massive amount of time. Reviewing LinkedIn profiles and resumes from prior candidates as well as following up on website inquiries and referrals all take time. If the candidate is at a higher level, it takes more effort to build a relationship to the point where they’re ready to apply. But if a recruiter is spending 30-hours a week on paperwork, how can they find time to network and build fruitful relationships with top candidates. 

2. Reviewing applications 

These days one job opening can yield hundreds of emails and applications. Recruiters spend an excessive amount of time reviewing resumes to try to match the best ones to a job description. While technology can automate sending email disqualifications, someone still needs to review the resume and make decisions about whether the candidate might be qualified enough to schedule for an interview. 

3. Interviewing 

Scheduling, interviewing, recording information, and moving candidates through the funnel is massively time-consuming. Developing the right questions to ask and setting up phone, video, or even in-person interviews is a time suck even for one employee. Now consider that recruiters repeat this process dozens of times every day for just one job req. 

4. Candidate offers 

If companies are making multiple candidate offers, there’s a lot of information to juggle. It’s easy to make an error on paperwork that has important salary and benefits details. What if the recruiter or another member of the hiring team lists the employer as exempt when they’re a contractor? What if the recruiter transposes a number on the offer letter? If the recruiter is in-house, the employer takes on the risk inherent in even a simple mistake. 

5. Candidate compliance 

Who ensures your candidate database and recruiting process comply with all applicable rules? This is a time-consuming process if it’s not automated. Pre-employment screening, including checking on documentation or immigration status, is a tedious part of the hiring process, but if it’s manual, it can also put you at risk.  

How can organizations offset all of this time spent on recruiting? Is there a way to free up their time from many of these manual tasks? 

The answer lies in partnering with an employer of record.

An EOR like FoxHire can handle all of the aspects related to hiring, freeing up your recruiters to do what they do best—find top candidates, build relationships, and bring them into the organization. FoxHire handles all of the paperwork and risk associated with hiring. From background checks to benefits, payroll to taxes, FoxHire can handle all of the small tasks related to the hiring process. Talk with our team today to help your recruiting team work smarter tomorrow. 


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