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Make Your Hiring Process More Efficient


hiring process

Last year, the Bureau of Labor Statistics declared time to hire had risen by 2 and a half days to 27 days. With many HR technology options available to help Talent Acquisition, many are not able to hire new employees within the same time frames that they used to. This screams inefficiencies in the hiring process. Many employers have rebounded and are feeling more secure in the economy now, yet their hiring process is outdated. In this candidate driven market, an outdated hiring process is simply not competitive to hire the best talent. Don’t let good candidates slip through your fingers because of an inefficient hiring process.

Improve Your Hiring Process and Reduce Time to Hire


According to MRI Network, approximately 39% of employers offer candidates a job between 3 and 4 weeks. However, 61% of job offers are extended between 5 and 10 weeks. A longer hiring process may be the norm, but top candidates report accepting job offers generally between 3 and 4 weeks. This means your employer could be missing out on the highest performers and competing for what’s left. In order to hire the best employees, it’s time to streamline the hiring process. Try the following tips:
Determine an appropriate hiring strategy. Before jumping into the hiring process, all stakeholders should get together and hold a kickoff meeting. This can help determine what everyone wants in the new hire, establish a timeline, and a strategy for hiring the right fit. All stakeholders should be aware of their part in the hiring process and how they will contribute to the overall strategy. Realistic deadlines can keep people accountable to their part in the hiring process.
Write narrow job postings. The job posting is critical to the hiring process because it’s the first exposure candidates have to the employer. Narrow job postings are ideal because they clearly define the expectations and qualifications needed in candidates. If a job posting is too broad, too many applicants can apply, requiring more of Talent Acquisition’s time vetting resumes and screening applicants. Be sure to write a job posting that is narrow enough to attract the right candidate, but not too narrow so that only someone significantly overqualified will do for the position. Meet with hiring managers about their requirements and nice-to-have skills before drafting something that is too broad or generic.
Tap existing pools of talent. Many employers have banks of resumes on file from candidates who weren’t chosen for one position or another. These form an already interested pool of potential talent from which to mine. Talent Acquisition can save time in the hiring process by searching these talent pools for a match to the open position. Where no matches exist, then they can source talent using other strategies.
Train hiring managers to interview. Often, delays occur in the hiring process because hiring managers are bad at interviewing. It’s important that Talent Acquisition train their hiring managers to screen and interview candidates in an efficient manner. Hiring managers who aren’t confident interviewers could delay the entire hiring process, causing the employer to miss out on a potential great hire. Talent Acquisition has an opportunity to go over training in the initial strategy meeting or to circulate tips and reminders during the hiring process.
Use video interviews to screen applicants. Many employers have an outdated hiring process that includes lengthy phone screens of every candidate prior to inviting someone in for rounds of interviews. Regain some of your time by using video interviews on demand instead. Video interviews speed up the hiring process because they put the onus on candidates. Talent Acquisition can send a link to candidates to record answers to a handful of questions within a set amount of time. Stakeholders are then able to log in, view these recordings, collaborate and score candidates. This speeds up the hiring significantly, enabling the team to reach the best candidates before they accept another offer elsewhere.
In order to remain competitive in a candidate driven job market, employers are going to have to adjust the way they hire new employees. This means new efficiencies must be created to reduce time to hire that still offer a great candidate experience. Using these tips, your employer will be in a better position to hire top candidates.


Catherine Hess is the Marketing Manager at GreenJobInterview. Catherine comes to us from the HR world, where she regularly wrote articles about recruiting solutions, talent development, and more. From her position, Catherine seeks to increase awareness of the company and grow the brand. You can connect with Catherine here: