4 min read

Steps to a Speedy and Effective Hiring Process

Featured Image

In an increasingly competitive job market, having an effective hiring process is essential to ensure the successful onboarding of talented staff.

We know that candidates have lots of choice. Combined with uncertainty and concern surrounding the cost-of-living crisis, it’s more important than ever to ensure your hiring process is fast and smart to ensure you can hire and onboard the best talent in the market. 

Seems like a daunting task? It doesn’t have to be. 

Having a well-thought-out strategy and putting some thought into your hiring process will ultimately save you time and money. 

Here are four simple steps you can take to ensure a speedy and effective process.

Understanding what a candidate wants

Exceptional applicants are looking for an exceptional experience. Candidates will quickly become frustrated if your process isn’t as fabulous as your advertised role, and this a surefire way to see your fabulous shortlist depleted and you’re back to the drawing board.

The results of our most recent salary survey unsurprisingly found that company culture has never been more important, with 94% of candidates surveyed stating they would leave their current employer as a result of company culture. With many companies looking to attract the best talent in the market by offering brilliant benefits and focusing on employee health and wellbeing, showcasing your working culture, through the hiring process, is a great way of distinguishing your organisation from your competitors.

It’s one thing to proudly advertise on your JD or website a culture of collaboration and inclusivity but ask yourself, is this message reflected in your hiring process? 
Be mindful that hiring is a two-way process. Candidates are exploring, and fact-finding and it’s not just about the role. It’s about a culture and a connection. Candidates are looking to join an organisation with a culture and ethos that aligns with their own values. Are you ready to showcase your business and stand out from the crowd?

Communication and Transparency

We are all busy and do not have enough time in the day. You need to make the time. A lack of communication and feedback will absolutely make it harder to hire. 

Updating candidates, even communicating that there is no news, is crucial. If you wait a week before reaching out with feedback or an offer, don’t be surprised if you miss the boat. Active candidates can be off the market in a heartbeat, and keeping the lines of communication open is always appreciated, and keep your candidates engaged in the process. 

Ensure you share information before an interview – make sure the candidate knows who they will be meeting and what to expect. Candidates will want to prepare for an interview; they will have done their research, and they’ll be ready to showcase their skills and expertise, so allow them to come prepared.

Don't forget:  It’s personal. Finding the right role and ‘home’ is personal, and candidates are looking for a positive experience and a process that is worth investing their time in. Be sure to personalise follow-up and feedback – where an automated response saves time,  a personal approach reflects your company culture.

Aside from increasing earning potential and progressing in their career, candidates often begin exploring the job market when they feel undervalued, unappreciated and ignored in their current role. Risk-averse and cautious, lack of communication or poor communication will deter candidates from the process; you may well be offering the moon and stars, but use the interview process to build your relationship with the candidate. Every exchange will also help you build and solidify a positive working relationship – it can also enable you to identify if someone isn’t quite what you are looking for, ultimately saving you time and money in the long run.

Remember that candidates who are actively looking will certainly be exploring multiple processes simultaneously. Gathering information during the interview process will help to avoid any surprises. A direct and transparent approach works. Ask them, what else they have got on. Are they in the final stage of interviews for any other positions? Do they have any other offers on the table? If a candidate is interested in your role and business, they will be open and transparent, letting you know if they’re considering other options. It can help you understand their timeline better and give you a chance (if you can) to speed up your process accordingly.


The interview process must move quickly to improve the candidate experience and speed up your overall process.

-    Is your ATS system and application process clunky? 
-    Can you offer flexibility with interview schedules?
-    Can you put aside multiple days for interview scheduling or accommodate early/late slot interviews?
-    If multiple people need to meet the candidate, can you consolidate the process and coordinate back-to-back meetings or arrange a panel interview?
-    Can you offer a video interview?
-    Can the interview be recorded and shared with your internal team?

With rising travel costs and demands on time, flexibility will absolutely be appreciated by those who struggle to take time out of their working day inconspicuously. 

Length of process

Move quickly – time is of the essence. If you find the right candidate, acting fast and making decisions quickly could be the difference between a successful or unsuccessful hire. 

In a saturated job market, it’s often the case that the first employer to make an offer, makes a successful hire. 

Here are some ways you can speed up the process without compromising on the quality of your process:

-    Are you in a position to make an offer once you have found the right candidate? Ensure you have the green light with regard to budget and approvals before you begin your process.
-    If testing/assessments are required, ensure candidates are informed at the beginning of the process as to what to expect. Can they be completed remotely, and how quickly can you share the results?
-    Is your onboarding process overcomplicated and lengthy? Keep up the pace and ensure that offer letters and employment contracts are sent to candidates without delay and speed up (but never bypass) your referencing/background checking process – unnecessary delays can absolutely scupper a successful hire.

Finding someone with the right skills, who brings the right level of energy and enthusiasm is the first step, but taking time to invest in your strategy before you start the hiring process will ensure success.