A slow hiring process could mean losing top talent.
According to Robert Half International, 62% of job candidates will drop out of consideration if they don’t hear about their application within 10 to 14 days.
The hiring process can easily become bogged down. Steps include posting a job, accepting applications, sorting through candidates, communicating with potential hires and scheduling interviews. Today’s hiring practices often include multiple rounds of interviews. And then you have to select a finalist and negotiate your job offer.
But when the hiring process takes longer than it needs to, you may miss out on qualified candidates who get frustrated or find work elsewhere. Learning strategies to speed up your hiring method can benefit your candidates and your organization.
The challenge
The time it takes to hire candidates varies by organization and industry. Separate data from the talent acquisition platform TalentLyft and the jobs site Indeed show the process often takes 30 days or more.
TalentLyft notes that the time-to-hire metric typically starts when a candidate applies and ends when they accept an offer. When that time reaches a month or more, it’s common for in-demand talent to drop out or accept other offers.
On the other hand, you don’t want to rush and make the wrong hire. According to the HR solutions firm TriNet, the wrong hire costs an average of $17,000 in wasted resources.
These figures make it critical to speed up the hiring process without compromising on the quality of your candidates.
A faster process benefits more than applicants, notes the recruitment software company Occupop. Your organization also stands to gain. Faster hiring:
- Saves time for HR and recruiting teams
- Results in fewer candidates dropping out of consideration
- Reduces the work current employees perform for unfilled positions
- Improves productivity and profitability by getting candidates in roles and up to speed
Four strategies to speed up your hiring process
These steps can help your organization move forward more quickly with quality candidates:
- Write accurate job descriptions.
- Embrace technology.
- Be transparent.
- Remove interview redundancies.
Write accurate job descriptions
A detailed job description can increase the quality of your candidates while reducing their quantity. This effort saves time during the review process. You can get to phone and in-person interviews with the most qualified applicants more quickly.
Job descriptions should be concise and easy to understand. Ask current employees to help define the role’s necessary technical and soft skills. TriNet recommends incorporating your organization’s mission, values and business needs.
Focus on required skills and experience, performance goals and attributes for success. According to DeVry University, less than 20% of hiring managers say most candidates have the required skills. Being clear about this aspect can save valuable time on both sides.
Embrace technology
HR administration software and generative AI tools can save time by automating administrative tasks and processes.
For example, you can sync calendars through automated scheduling tools. This scheduling process allows candidates to pick dates and times that work for them and the interviewers. Occupop reports that one-click applications keep more candidates active and engaged. These applications typically pull candidates’ relevant information from job sites and allow them to apply online with a single click. An applicant tracking system lets you post jobs to multiple sources, centralizes resumes and encourages collaboration between hiring managers.
More than half of recruiters say screening applicants takes the most time. Generative AI can quickly review candidates based on your parameters. According to the talent marketplace Ideal, AI tools can reduce hiring time by up to 25 days.
Be transparent
The term “breadcrumbing” means providing candidates with small pieces of information while you expand your search or talk to other applicants. You’ll lose good talent this way, notes Inc. magazine. When applicants drop out, it often lengthens the hiring process. Sometimes you have to start your search all over again.
Instead, communicate early and often about your hiring process and timeline. Create clear steps for candidates, and then stick to your word. If delays occur, be transparent. Communicate about application status, interview types (e.g., phone, video, in person), the number of interview rounds, and when candidates can expect to hear back after each step.
Remove interview redundancies
It’s common for candidates to go through multiple rounds of interviews. Phone and video interviews with qualified recruiters can evaluate and eliminate candidates earlier in the process. This step reduces the number of in-person interviews, which take more time and resources.
Once in-person interviews have been scheduled, work with your teams to find out what’s most important for them to learn from the candidates. Avoid asking the same questions or having applicants complete unnecessary tasks to get the job. Candidates want to see that your teams are efficient and cohesive.
Use group interviews to reduce the number of interview rounds. Group interviews also allow for different perspectives on the same candidate. They can help you more quickly select the right candidate.
Scoring candidates on a numerical system can decrease the time it takes to reflect on candidates and debate which ones stood out. A numerical rating system evaluates candidates based on desired traits, skills and experiences. It’s essential to ensure your system is consistent for all candidates. Ask the same sets of questions and train interviewers on how to use your rating process.
Examine your hiring process
Efficient hiring strategies can speed up your process without compromising on quality. A faster, effective hiring process attracts talent, improves the candidate experience, and saves your organization time and resources.
For more ideas, talk to your benefits adviser. They can review your hiring practices, explore technology solutions and tailor your recruiting processes to fit your needs.
Need more information?
For support on this topic, contact our HR Consulting team.
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