We know finding the right candidate can be like finding a needle in a haystack. You want to be sure you hire the right one, so it’s logical you want to take your time. But don’t let time be an interference.
The hiring process should be about getting to know the candidate to figure out if they’re the right fit for the position. It shouldn’t have to be lengthy process (although sometimes it’s inevitable).
Realistically, this process should take no more than four to six weeks. And even that’s pushing it. Screening should take no more than a week, actual interviews in one to two weeks, decisions another week, and the offer the next. Bam!
When the process lags, it’s usually because:
Don’t get me wrong, I know sometimes it takes longer depending on the people involved in the process and the industry itself. I know this and am in no way hating on it. That’s why it’s important to be organized and stay on track when you’re hiring. Be mindful of the candidate experience and how long you make your candidates wait. Come up with a plan and stick to it. You’ll find your hiring process much easier and effective.
Take a look at these tips to get you saying “you’re hired” in no time:
Screening candidates before you interview them can save you tons of time. Using multimedia screening tools like video or phone screenings are quite simple and are probably the best way screen candidates, especially if you expect a heavy amounts of applicants. You save time and you get the best candidates right in front you.
Job Description Perfection
Like the saying “build it and they will come,” the right post will attract the right candidates. Inaccurate job descriptions can cause major time issues when recruiting. Based on the job description, you can get different kinds of candidates. It’s during this time that we could have found the perfect candidate. If you’re not describing exactly what you’re looking for--experience, qualifications, credentials--then you’re going to be nixing lots of people. And there goes more time. Before recruitment of a position begins, make sure the job description reflects EXACTLY what kind of candidate is needed to fill the role.
Get the Right People Involved
Experience shows that when the right person/people are involved during the hiring process, it moves forward much more quickly. When too many people are involved (especially when the position is not high-level), the process can become stagnant – and that’s when candidates move on and get frustrated. Either the hiring manger, recruiter, or direct supervisor should be the ones interviewing/making offers.
Increasing your speed of hire will get you higher quality hires. Remember, most great candidates are on the market for days not weeks. You need to work fast. If your company can't make a speed hire, the likelihood of finding top talent will likely diminish.