Find out how to speed up your recruiting process in order to hire more talented professionals.

1. HOW TO SPEED
UP YOUR
RECRUITING
PROCESS TO
HIRE TOP
TALENT

2. The time it takes to hire new employees has increased
dramatically in recent years. According to research, the
average interview process takes 23 days, up from 13
days just four years ago. But even as the hiring process
increases, top candidates still expect the interview and
decision-making process to move quickly.

3. Talented candidates know their skills are in-demand and won’t
wait around for months for a decision has been made. Instead of
losing out on top candidates, make sure current your hiring
process is updated and efficient with these 6 tips.

4. FIRST CANDIDATE INTERACTION

5. Nothing is more frustrating to job
seekers than applying to a job and not
hearing anything back from the hiring
manager. It leaves the candidate with a
bad impression of both the HR
department and the company.

6. Instead of waiting weeks or even months to reach out to
candidates, you can set up a simple auto responder when a
candidate applies letting them know you received their
application. It can be difficult to respond to individual
candidates when you receive a ton of applies, but the
alternative is losing out on potentially great candidates.

7. USE SOCIAL MEDIA TO
MOVE QUICKLY

8. In today’s world, people expect
instant gratification and are
constantly connected to their
phones and social media. As a
hiring manager, you can either
embrace this way of thinking and
use it to your advantage, or you
can reject it and miss out on
some great candidates.

9. One way you can embrace this constantly connected
society is to have an active recruiting presence on social
media. Since many candidates use social media to search
for jobs and research companies they’re interested in, it is
extremely beneficial for HR professionals to connect with
potential candidates on that platform.

10. SCHEDULE MULTI-STEP INTERVIEWS
CLOSE TOGETHER

11. Another way your hiring process
can be slowed down is when
interviews are scheduled too far
apart. Even if you’re able to quickly
schedule an initial interview, if you
wait too long before the next
interview the candidate can lose
interest or accept another job in
the meantime.

12. One way to get the interview
process moving is to do an initial
phone interview to gauge a
candidate’s interest and
qualifications. Then you can
schedule a follow-up phone
interview for the next day to
speak more in depth about job
requirements and duties. If the
candidate is still excited about the
position, then immediately
schedule them for the first in-
person interview.

13. USE TECHNOLOGY TO YOUR ADVANTAGE

14. There are many HR technologies available to
companies, but one of the most important tools
you can use is an Applicant Tracking System. Not
only does an ATS help you manage potential
candidates, you can also set up auto responders
every time a candidate replies. You no longer have
to waste time responding to candidates as they
apply, the system can do it for you. The only
caveat is that you should make sure to set up
customized responses. If your emails look to
generic then it will defeat the purpose.

15. COLLECT REFERENCES IN ADVANCE

16. When a candidate is moving through the
process and about to have their final
interview, start verifying their references. If
all goes well in the final interview, you will
already have references completed and be
able to extend an offer to the candidate
quickly. Saving time by tracking down and
speaking to references in advance can be the
difference between a candidate accepting
your offer and accepting another company’s
offer that was extended days earlier.

17. SCHEDULE A TIMELY
DECISION MEETING

18. A decision meeting should be scheduled immediately after
a candidate completes multiple interviews with various
professionals and executives at your company. The longer
you wait to schedule this meeting, the harder it will be to
get all of the interviewers together and you may forget
important details from the interview.

19. If you’re not having success with your current
recruiting process, reach out to Naviga today for
assistance: 866-487-4156