But, how? Five insights on speeding up the interview cycle.

by Jeff Seebinger

Mar 2,2021
Talent, Talent Seekers, Tips + Tricks,

We live in an increasingly fast-paced world where every interaction—be it ordering lunch, planning a vacation, or securing your spot in yoga class—has been fast-tracked thanks to technological advances. Uber, Amazon, Netflix, and Google have made our society one that expects instant feedback—and our workplaces should be no different.

Change is never easy. As individuals within an organization, adopting change can be challenging, but HR leaders are also trying to look towards the future to determine how the collective company will emerge on the other side if that change isn’t implemented.

Making hiring decisions is one of the most important things a company does. It impacts project timelines, culture, brand, success, and the bottom line. It may be hard to give up the notion that each candidate needs to be put through five rounds of interviews with ten different people to reach a consensus, but if you aren’t changing with the times, you will be left in the past.

We all know innovation is impossible without change and transforming as a business is impossible without innovation. This is what propels organizations forward, emerging as leaders within an industry. Companies like Blockbuster, Sears, Radioshack, and others didn’t embrace innovation and wilted without it.

Today, job seekers are overwhelmed with options because, well, they have a lot of them. For hiring managers, HR, and Procurement, speeding up the interview process is proving invaluable for securing top talent.

But, how?

Maximize internal processes

Something I noted in my last blog was that in order to shore up the interview process as a whole, internal procedures that are bogging down your hiring process need to be removed—now. Anything that creates unnecessary backlogs should be addressed, and if possible, taken out altogether. Consult with legal, finance, and HR on what procedures need to stay to ensure you are protected, but if something doesn’t seem like it’s required, challenge it. It’s their job to help create efficiencies.

Cement the importance of a quick, efficient process adding interview process turnaround time as a department KPI.

Always have a back up

Plan for the unexpected. People get sick and emergencies happen. Don’t let the unforeseen hold up the process. Map out the interviewers at the outset, as well as their backup/next in line, just in case any key people become unavailable.

Let go of control

We know you’re used to doing it all but times, as they say, are a-changin’. Secure contingent labor partners that do vetting and skills assessments off your plate, so by the time their resume reaches your desk (be it virtual or physical), you only need to do a quick call to confirm they are the best person for the role.

Take advantage of technology

There are a myriad of options companies have at their disposal to decrease time-to-fill. If multiple people need to interview a candidate, stack the interviews remotely using Zoom or another platform to maximize their time and enable quick decision-making.

To make sure the process is collaborative without getting mired in back and forth, use cloud-based content sharing systems to capture and share interview feedback with the hiring committee immediately.

Time to brag

Getting prospective candidates excited about your company may not seem like a way to speed up the interview process, but candidates have a lot of opportunities presented to them—especially if they have expertise in emerging technologies or specialized platforms. Candidates, most of them passive and not actively looking, may drag their feet at times. The more you can get them excited about your brand and culture before an interview, the better. Make sure your staffing partner is one that is invested in your organization and prioritizes engagement. It will pay off in the end.

Companies that thrive do so by continuously innovating, and hiring is no exception. Quick turnaround in the hiring process is the “new normal.” If you can’t expedite bringing on contingent workers, you will forego talent that can come in and make an immediate impact.

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