The link between lengthy hiring processes and candidate dropouts is well known, yet the average time to hire continues to rise. Forbes notes that today’s candidates are often forced to endure a seemingly unending number of interviews despite 78% saying they would withdraw their applications from a long and complex interview process. To ensure your top candidates make it to the offer stage, we’re sharing 5 best practices to maintain an efficient recruitment process:
Have a Firm Job Description.
Before beginning a search, fully develop your job description. Companies often go to market with half-developed job descriptions and attempt to make updates in real time. Not only can that cause confusion for candidates, but a lack of clarity will slow down the process.
Enforce a Four Interview Maximum.
While video technology makes it easier to conduct interviews, don’t use that as an excuse to extend the process unnecessarily. Google’s statistical modeling team found that four interviews can predict a good hire with 86 percent confidence, and any additional rounds give diminishing returns.
Assign Your Hiring Team Roles.
Rather than each interviewer attempting to gain a complete picture of each candidate, assign team members focus areas to streamline the process. If one screens for relevant job experience and another focuses on culture fit, for example, it allows a deeper dive into each while also saving your candidates the fatigue of repeating themselves.
Include Benchmark Questions.
Once roles are established, have each interviewer choose 2- 3 key questions within their focus area to ask all candidates. Each interview can (and should) leave space for organic conversation, but by keeping critical questions consistent, each interviewer will have a benchmark to compare candidates more fairly which in turn will expedite the decision-making process.
Take Decisive Action.
According to SHRM, over 60% of candidates expect an offer or rejection within two weeks of their final interview. Every day you hesitate is a day you may lose them to a competitor, so once you’ve identified your top candidate, move quickly to secure your next leader.
