5 Things You Need To Know To Make The Interview Process Faster

5 Things You Need To Know To Make The Interview Process FasterThe bewerbungsinterview process requires a delicate balance. While its important to be thorough when vetting candidates, having a process that drags on can cause you to lose your top choice. As a recruiter or hiring manager, its important to walk the thin line between quick and effective without letting the quality of your hires decrease.Knowing which parts of the hiring process to change or cut entirely is never easy. But, for the sake of efficiency, you need to make changes that will speed things up. Here are some tips from hiring experts to help you hire quickly without sacrificing quality of hire1. Know that great candidates wont waitWe just found out the hard way how important it is to speed up the hiring process. We were hiring a writer and it took 60 days from application to offer for our chosen candidate. She took another position just a few days before we made the offer. Luckily, we got the next round down to 18 days and found a great candidate.The experience showed us that speeding up the hiring process is beneficial in a number of ways you cut down the chance a candidate picks a different company, you can get the part on staff sooner, and it gives you the flexibility to offer some time off before the candidate starts. If youre trying to speed up the hiring process, my advice would be to attack the downtime between stages of the funnel. Dont touch the time youve allotted to review, discuss, and interview. If you do that, you might be hurting your chance at finding the right candidate. Henry OLoughlin, Director of Marketing, NectafyGreat candidates wont wait around. Hire them quickly talentacquisition henryoloughlinClick To Tweet2. Consider what the length of the process tells candidatesMany of my clients let too much time pass and they lose the opportunity to interview and hire someone who could potentially be a good fit. The hiring process is also a time when the interviewee is evaluatin g the company and how they make decisions. For example, if a company takes three weeks to go from scheduling a phone screen to a face-to-face interview, that can tell you about the speed of general decision-making at the organization. In addition, peoples interests ebb and flow based upon frequency of contact and time in between meetings. The longer you wait to schedule, the more their interest will decrease. No one likes to feel like they were the second choice. You want to continue to cultivate that love affair with your candidate until the deal is sealed.Laurie Prochnow, President, Management Recruiters of WausauConstant communication with candidates keeps their interest levels up. MRI_WausauClick To Tweet3. Have a game planNot having an interview game plan is an area that can greatly slow down the hiring process and cause an organization to risk losing a great candidate. Knowing who will be involved in interviewing, the interview methods that will be used video interviewing is a great tool to create a more meaningful interview experience without actually meeting face-to-face and what the interviewers will cover in the interview are key.However, not all interviewers do a thorough job with initial screening of candidates. Its important up front for hiring managers and recruiters to have a strong understanding of the role and its requirements to be sure to screen for the right fit. Alina Shaffer, Practice Director, livingHRVideo interviews make your hiring process quicker and better. talentacquisition livingHRIncClick To Tweet4. Cut down on time between interviews, but not reference checksThe interviews are where things slow down employers are taking too long to schedule interviews and dragging their feet in between the interviews. In some cases, theyre doing too many interviews. We dont have an issue with employers being certain about who they are hiring, but it would be good if employers would be more creative in how they interview candidates. Rather tha n having numerous interviews (sometimes days apart), companies should commit to ensuring all the appropriate decision-makers are available on one day and do all of the needed interviews in the saatkorn day. Then quickly do the debriefs to make a hiring decision.Where employers cant cut corners, however, is during background and reference checks. Make a contingent offer, get the appropriate waiver to do the background checks, and then do the reference, background, and social media checks. Dont skip this step. Use someone who does not have an emotional connection to the outcome of the hire for the best results.Sharon DeLay, Owner and President, BoldlyGO HRAlways check candidates references. Itll help you find the best. Recruiting sharondelayClick To Tweet5. Make decisions more efficientlyIn the interview process, it often takes too long to make final decisions. Saying a candidate is a maybe gets you nowhere. Create a system of how you decide check off boxes for the most necessary skil ls, use a numerical rating system, or even go with your gut. Whatever it is, remember that thinking about a decision more doesnt mean youll make the better choice in the end. There will always be things you never anticipated about the person good and bad. Sandy Charet, President, Charet AssociatesMaybes mean nothing in talentacquisition. Be more decisive when hiring. sandycharetClick To TweetWhat are some other ways to speed up the interview process without sacrificing quality of hire? Share in the comments below