MISTAKE #2
NOT MOVING FAST ENOUGH
NOT MOVING FAST ENOUGH
NOT MOVING FAST ENOUGH
MISTAKE #2
NOT MOVING FAST ENOUGH
NOT MOVING FAST ENOUGH
NOT MOVING FAST ENOUGH
During the hiring process, nearly every business makes the same critical misstep: not moving fast enough. With corporate red tape, HR policies, scheduling conflicts, and formalities, it can be difficult to speed up the process. However, it is important to realize that top talent will not be waiting around.
52% of professionals were interviewing for 2+ jobs when searching for their most recent role
58% of professionals are more likely to look for a new job now than in the last two years
2022 Hiring OutlookOpens in a new window.During the hiring process, nearly every business makes the same critical misstep: not moving fast enough. With corporate red tape, HR policies, scheduling conflicts, and formalities, it can be difficult to speed up the process. However, it is important to realize that top talent will not be waiting around.
52% of professionals were interviewing for 2+ jobs when searching for their most recent role
58% of professionals are more likely to look for a new job now than in the last two years
2022 Hiring Outlook
Opens in a new window.During the hiring process, nearly every business makes the same critical misstep: not moving fast enough. With corporate red tape, HR policies, scheduling conflicts, and formalities, it can be difficult to speed up the process. However, it is important to realize that top talent will not be waiting around.
52% of professionals were interviewing for 2+ jobs when searching for their most recent role
58% of professionals are more likely to look for a new job now than in the last two years
2022 Hiring OutlookConsidering that top candidates can get hired in a matter of days, it’s important to think about whether your hiring process would allow for you to do that. If you can’t move quickly enough, you’re missing out on the best employees—and the best investments in your business.
As a result, employers must not only recognize when you find a great fit, but also do everything possible to get that top candidate through the hiring process as quickly as possible. This means simplifying every step:
SOURCING
SCREENING
INTERVIEWING
BACKGROUND
+ REFERENCE
CHECKS
OFFER
CLOSING
THE DEAL
BACKGROUND
+ REFERENCE
CHECKS
SOURCING
SCREENING
INTERVIEWING
BACKGROUND
+ REFERENCE
CHECKS
OFFER
CLOSING
THE DEAL
To start, consider the following ways you can speed up your hiring process:
- 1. CONSOLIDATE YOUR INTERVIEWS
- 2. BE TRANSPARENT
- 3. BE PREPARED TO MAKE AN OFFER
- 4. MAKE YOUR BEST OFFER FIRST
When you’re planning multiple interview rounds, it will cost you a lot of time and effort to schedule two to three rounds of interviews throughout the process—especially if your candidates also interviewing with other employers. This can significantly delay your timeline and ability to hire the best candidates. As a result, coordinating all the interview rounds to take place in one day or allowing for virtual flexibility can allow your candidate to:
Know that you
respect their time
Quickly get a sense of
the role and team
Have a better idea
of where they stand
When you find the right person for the position, it can be frustrating to slow down and go through the red tape before finally getting an offer to your top candidate. This is especially true when they have competing offers on the table, and you’re stuck waiting to process a background check or see how much you can afford for this position. As a result, doing some of this work before the interview process can allow you to make an offer quickly—ideally, on the spot. To do so, be sure you are prepared for items like:
Your maximum
budget for the role
Flexibility on
benefits
Additional perks
to sweeten the deal
Standard HR
policies & procedures
When a candidate knows that a competitive offer is on the table, pending a reference check, they are much more likely to wait for the formalities when they have more details about their offer. When you keep candidates in the dark or ask them to wait for an offer with no details, you may lose them to a faster competitor.
- 1. CONSOLIDATE YOUR INTERVIEWS
- 2. BE TRANSPARENT
- 3. BE PREPARED TO MAKE AN OFFER
- 4. MAKE YOUR BEST OFFER FIRST
When you’re planning multiple interview rounds, it will cost you a lot of time and effort to schedule two to three rounds of interviews throughout the process—especially if your candidates also interviewing with other employers. This can significantly delay your timeline and ability to hire the best candidates. As a result, coordinating all the interview rounds to take place in one day or allowing for virtual flexibility can allow your candidate to:
Know that you
respect their time
Quickly get a sense of
the role and team
Have a better idea
of where they stand
When you find the right person for the position, it can be frustrating to slow down and go through the red tape before finally getting an offer to your top candidate. This is especially true when they have competing offers on the table, and you’re stuck waiting to process a background check or see how much you can afford for this position. As a result, doing some of this work before the interview process can allow you to make an offer quickly—ideally, on the spot. To do so, be sure you are prepared for items like:
Your maximum
budget for the role
Flexibility on
benefits
Additional perks
to sweeten the deal
Standard HR
policies & procedures
When a candidate knows that a competitive offer is on the table, pending a reference check, they are much more likely to wait for the formalities when they have more details about their offer. When you keep candidates in the dark or ask them to wait for an offer with no details, you may lose them to a faster competitor.
- 1. CONSOLIDATE YOUR INTERVIEWS
- 2. BE TRANSPARENT
- 3. BE PREPARED TO MAKE AN OFFER
- 4. MAKE YOUR BEST OFFER FIRST
When you’re planning multiple interview rounds, it will cost you a lot of time and effort to schedule two to three rounds of interviews throughout the process—especially if your candidates also interviewing with other employers. This can significantly delay your timeline and ability to hire the best candidates. As a result, coordinating all the interview rounds to take place in one day or allowing for virtual flexibility can allow your candidate to:
Know that you
respect their time
Quickly get a sense of
the role and team
Have a better idea
of where they stand
When you find the right person for the position, it can be frustrating to slow down and go through the red tape before finally getting an offer to your top candidate. This is especially true when they have competing offers on the table, and you’re stuck waiting to process a background check or see how much you can afford for this position. As a result, doing some of this work before the interview process can allow you to make an offer quickly—ideally, on the spot. To do so, be sure you are prepared for items like:
Your maximum
budget for the role
Flexibility on
benefits
Additional perks
to sweeten the deal
Standard HR
policies & procedures
When a candidate knows that a competitive offer is on the table, pending a reference check, they are much more likely to wait for the formalities when they have more details about their offer. When you keep candidates in the dark or ask them to wait for an offer with no details, you may lose them to a faster competitor.
- 1. CONSOLIDATE YOUR INTERVIEWS
- 2. BE TRANSPARENT
- 3. BE PREPARED TO MAKE AN OFFER
- 4. MAKE YOUR BEST OFFER FIRST
When you’re planning multiple interview rounds, it will cost you a lot of time and effort to schedule two to three rounds of interviews throughout the process—especially if your candidates also interviewing with other employers. This can significantly delay your timeline and ability to hire the best candidates. As a result, coordinating all the interview rounds to take place in one day or allowing for virtual flexibility can allow your candidate to:
Know that you
respect their time
Quickly get a sense of
the role and team
Have a better idea
of where they stand
When you find the right person for the position, it can be frustrating to slow down and go through the red tape before finally getting an offer to your top candidate. This is especially true when they have competing offers on the table, and you’re stuck waiting to process a background check or see how much you can afford for this position. As a result, doing some of this work before the interview process can allow you to make an offer quickly—ideally, on the spot. To do so, be sure you are prepared for items like:
Your maximum
budget for the role
Flexibility on
benefits
Additional perks
to sweeten the deal
Standard HR
policies & procedures
When a candidate knows that a competitive offer is on the table, pending a reference check, they are much more likely to wait for the formalities when they have more details about their offer. When you keep candidates in the dark or ask them to wait for an offer with no details, you may lose them to a faster competitor.