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Tips for Speeding Up the Interview Process

28 September, 2021
Tips for Speeding Up the Interview Process

A fast and efficient hiring process can benefit a company in two big ways: It lowers the odds that a candidate will be hired by a different company, and it incorporates new hires sooner.

Resume and phone screens tend to be the most straightforward aspects of the hiring process. It’s the interview stage that tends to be full of stoppages and delays. Below are a few tips on how you can accelerate your interview process and reap the benefits of greater efficiency.

Know Where to (and not to) Trim the Fat

If you’re seeking to accelerate the interview process, a good move is to reduce downtime between steps. Don’t look to reduce the time of the interview itself. If you have a sound interview approach, cutting this corner might prevent you from getting the full picture of each candidate.

Also, avoid cutting corners when it comes to background checks. Some companies conduct background checks after the phone screen; thinking that conversations with references may open up insightful questions. Other companies make offers to candidates that are contingent upon a background and reference check panning out. Regardless of the approach you use, make sure you are following up on candidates' backgrounds.

Have a Plan on Paper

It’s vital for hiring personnel and managers to have a strong, mutual understanding of how an interview will screen for the best-fit candidates. If you don't go into your interviews with a plan on paper, it can not only significantly decelerate the process, but it also increases the chance of walking away without any new information.

Drawing up a basic plan is simple. It should include interview style, general strategy, persons involved and any resources necessary. If an interview is going to be conducted virtually, the plan should consider any logistical or technical hurdles that must be cleared.

Minimize Time Between Interviews

Things tend to slow down when a slew of candidates must be interviewed before the process can move forward. Interviews often take a long time to schedule, as people on both sides of the equation try to sync up their schedules. In some cases, hiring managers are spreading interviews across several weeks.

As opposed to having quite a few interviews spread days apart, hiring personnel should focus on getting all interviewers to commit to a single day or two for all of the necessary interviews. Then, ensuing conversation among decision-makers can be held to quickly move the process forward to the offer stage.

Quantify Candidate Metrics

Near the end of the interview phase, it often takes a long time to make any decisions, and this can be exacerbated by a lack of quantifiable metrics. For example, labeling multiple applicants a "maybe” isn't very precise or efficient.

Some companies use interview scorecards to rank applicants on essential abilities. Whatever you use to score applicants, it helps to remember that you won't always make the right hiring choice. Candidate scoring systems are subjective by nature, and they can always be improved over time.

We Can Expedite Your Hiring Processes

At Quanta, we’re focused on helping clients acquire talent efficiently and effectively. Please contact us today to find out how we can help your organization.

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