PART 2: 10 Ways to Speed-up the Hiring Process

Nowadays, hiring managers need to be nimble when it comes to securing top talent. And, based on the pace needed to secure top candidates for a position, you would think that a majority of companies have efficient and smooth hiring processes. However, that is not always the case.

In my last post, I talked about five ways hiring managers can quickly search and find the right talent to vet. Yet, while half of the battle is finding the right people to interview, the other half of the battle is actually taking candidates through the interview phase. In part two of my two part post, I provide my top five tips to quickly move through the interview process.

1. Talk about salary requirements first: Ever get to the end of the interview phase with someone and start discussing salary requirements just to find out that you cannot meet the candidate’s expectations? Before you get to the interview phase, find out salary requirements to gauge whether or not it even makes sense to pursue a certain candidate. This will save time for both parties involved in the long run and will manage expectations from the start.
2. Try panel interviews vs. one-on-ones: The more people involved in the hiring process means the more schedules one will have to coordinate around to do interviews and obtain feedback. When organized properly, panel interviewing is more effective and efficient than traditional one-on-one interviews and actually offers a better assessment of the candidate. Read my recent blog on the benefits of panel interviews.
3. Use video interviews: Video interviews are the latest hiring trend. With a workforce based across the globe, you can save time and money (e.g. airfare) by conducting the first round of interviews via video (e.g. Skype and Google Hangouts). Additionally, you can record the interviews, which allows other staff members to review the candidate at a more convenient time.
4. Get references early on: References are often requested after the candidate has had a few interviews. However, checking references this late into the game adds time to the hiring process because the speed of the process is dependent upon the reference getting back to you. Request references from candidates before the first round of interviews. Then, if you plan to pursue the candidate, check the references for those candidates before the second interview.
5. Respond to candidates in a timely manner: Candidates tend to interview until a formal, written offer is on the table. If you truly want to ensure you do not lose a candidate to a potential competitor, make sure to offer next steps in the process within one to three days. If you want to secure your candidate of choice, extend the verbal offer immediately and let the candidate know that you will send a written offer within 48 to 72 hours. 

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Finding the right talent is crucial to the success of any organization. Some organizations believe that a longer hiring process is useful because it provides the company enough time to compare candidates and secure the right talent. But, in today’s day and age, the right talent has most likely been picked up by another company by the time you take them through your tedious hiring process. To ensure you do not lose out on a potential top performer, speed up your hiring process all the way from finding the talent, to actually interviewing them and supplying a job offer. After all, a little speed never hurt anyone.