Is a Slow Hiring Process Costing You Top Candidates?

Hiring a new team member certainly isn’t a decision that should be taken lightly, but dragging your feet can cost you to miss out on top talent. A 2015 report from Glassdoor Economic Research revealed that the average interview process takes a total of 23 days. If your company typically takes much longer to select a final candidate, it’s time to make some changes to your hiring process.

There’s a good chance candidates are also interviewing with your competition, and even if they like your company better, they’re not going to pass up a good job offer in hopes that they’ll eventually get one from you. Learn how to speed your hiring process up, without being negligent.

Simplify the Interview Process

There’s no need to make candidates jump through unnecessary hoops to prove how much they want the job. Adding extra steps into the interview process does nothing besides make top talent lose interest. Instead, evaluate your strategy to see where you can make it more efficient. Consider shortening the initial application, using group interviews and combining first and second round interviews, to show people that you respect their time. It’s much easier to keep the process moving when it’s organized in an efficient manner.

Invest in Technology

Advances in technology have made it easier than ever to streamline the interview process. Consider investing in applicant tracking systems, electronic document signing software, online scheduling tools and other applications designed to simplify recruiting efforts. Even free tools like Skype can be very helpful, as you can interview long-distance candidates remotely, instead of having to endure the lengthy process of flying them across the country. Your competitors are using these innovative tools, so you can be certain top talent will notice if you’re still stuck in the past.

Know What You Want

Clearly define your ideal candidate in the job description, so you know exactly what you’re looking for. State the minimum required qualifications and the responsibilities associated with the position, to give applicants an understanding of your hiring criteria. Sure, you’ll still get dozens of applications from candidates who don’t measure up, but it’s much easier to eliminate them if there’s no gray area. Plus, you’ll be able to post the descriptions on specialized job boards, to attract high-quality, relevant candidates.

Partner with a Staffing Firm

It’s difficult to fit hiring activities into the mix when you already have a demanding workload. Take on a staffing partner to do the work, so you can stay focused on running your business.  Recruiters maintain a carefully cultivated talent network, allowing them to find and interview candidates in a much quicker and more efficient manner than you can on your own. They also have access to many passive candidates who would probably never see your job posting otherwise, allowing you to secure better talent — and fast.

The quality of your hiring process can make or break your chance of securing the best candidates. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at

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