In what is currently a candidate-driven job market, a swift interview process is more important than ever. Tyler, who had recently seen a hire with a 72-hour turnaround, stresses that some of her other clients are losing candidates by moving too slowly with interview feedback and offers. She says, “The whole point of partnering with us is to not only shorten the time a role remains open but to also fill the role with a great candidate who will stay.”
Tyler also reiterates that the communication process should be industry dependent. A law position will likely have longer or additional interviews than a position in office support. As a rule of thumb, the interview process should always reflect the role.
AdWeek elaborates on the value of a quick turnaround time and why companies can no longer take months to make contact. “Top candidates are being snapped up at frenzied rates and businesses are realizing they must act faster to secure great talent. The best recruiting teams, once burned by slow decision-making, have squeezed hiring timelines to as short as 6-business days.”
Communication & setting expectations
Brooke Stemen, Director of Internal Recruiting at Green Key, stresses that there should always be transparency on the front end, which means setting expectations for the candidates and filling them in on the process. Communication from the jump is crucial, as slow processes are causing candidates to either lose steam or find opportunities elsewhere. “Time is money,” Stemen says. “You have to have a linear process and hold people to those expectations.”
Tyler and Stemen suggest different alternatives to creating a more efficient hiring process. For example, multiple people joining the call at once, in turn reducing the amount of interviews a candidate has to return for. Additionally, they recommend same day feedback on resumes and interviews and scheduling those interviews closer together.
HiringSolved also mentions that the hiring process should always be evolving alongside the job market. They say, “When you’ve found a recruiting workflow that helps your team hit their goals and get people hired, it’s natural to stick to it. And you should! But schedule regular times to check in on the process. Whether it’s once a quarter or once a year, keep an eye on what’s working and what’s not.”
Adjusting to the new methods of recruitment and listening to your candidates’ needs will give you the upper hand over your competitors. The job market is changing faster than ever, and your hiring process should align with those changes. Strengthen your communication, set expectations, and hold your company accountable.