“Hiring took six to nine months, and people sat for 15 to 25 interviews. It was an awful experience,” Humu CEO Laszlo Bock said at LinkedIn’s Talent Connect Conference back in 2014 when talking about improving time to hire. (At the time, Bock was SVP of People Operations at Google.)
Okay, every company can’t be google, but in today’s competitive marketplace, an organization would stand out if it offers it’s candidate something which other companies don’t.
Long-winded hiring processes are possibly one of the most common reasons for candidates dropping out.
A study conducted by Robert Half found that 39% of the candidates found an interview schedule extending from 7 to 14 days as too long.
“From the day of the initial interview to the day of offer roll-out, the largest percentage of workers – 39 percent – said a process lasting 7-14 days is too long. Twenty-four percent of respondents felt a timeframe of 15-21 days was too lengthy.” (Source)
Reality check – Taking too long is losing too many talents.
If your company is taking longer than the competition to hire, top talent will switch to your competitors. Ensure that your recruitment process is not moving at a turtle’s pace, and the interview process is well outlined and streamlined.
Strong talent usually pulls out of the organization that has a slow interview pace, particularly when they are applying for other jobs swiftly.
Use screening techniques to screen out candidates who do not fit the profile requirements. The primary screening process can check for candidates who do not match essential education criteria, not looking for required relocation or travel, or have a relevant type of work experience to support the business. Use software like Skillate to filter resumes most pertinent to the need.
Phone screen candidates with the assistance of the hiring manager to get the initial sense of candidate work and review their experience from a birds-eye view. Post phone screening, use skill assessment software like HackerEarth and Codility for a take-home test. The assessment gives candidates an idea of a task which is relative to the job they would be doing at their new workplace.
Before you move to the next stage of the personal interview, it is crucial to remember an essential practice.
The 48-hour rule of hiring
Companies should target the most beneficial “the 48-hour rule”. The rule means that during a candidate’s interview process, an organization should get back to them with a definite yes or no within the next two working days. While this requires some planning upfront, the following points can help in the effective execution of the 48-hour rule.
Is it a full time/ contract/Ad-Hoc job role? The condition for a particular job role should be explicitly stated and acted upon with the candidate.
Technical/ Team panel/HR/ Cultural interview? Sync with all relevant stakeholders and schedule the meeting on the same day if the candidate wishes it. Pre Scheduling will reduce the time and will help in improving the response time. (Keep a contingency plan!)
Communication is the key. Block calendars, introduce all stakeholders, be technology-friendly, and use the best mode of communication. A candidate to an HR is equivalent to the consumer for business, treat them the same way. Articulate the time required for each round, get back with the feedback on how they fared in each round.
While most of the professionals are assessed using skill test software online, it is often essential for organizations to evaluate their candidates on real projects, mainly when dealing with senior positions. Use this time to assess candidates on specific projects and function without extending it to unruly durations.
The step involving multiple members of the team collaborating with the candidate to understand the dynamics and get to know how it would be to work together. One of the most challenging parts of the interview process is scheduling the discussion at a time that would be suitable for every member of the panel. Plan efficiently to get the best of the interview.
This round is to understand if the candidate’s values resonate with the organizations. Whether beyond the professional competencies, if the candidate is the right fit based on company culture. This interview is also an opportunity to explore candidates’ traits and working styles.
And the most important…
Preboarding software like BeamFox helps in aligning the entire process helping collaborate with all relevant members of the team and the candidate. It helps in pre-scheduling meetings, events, and other activities required for improving candidate acceptance rates.
It may often seem like putting all this thought, aligning multiple stakeholders, collaboration is creating a lot of extra work, but in fact, it’s just the opposite!
When you thoughtfully begin your hiring process, the process tends to drive greater confidence.