Hiring often takes weeks longer than it should. Interviews are hard to schedule, screening is manual, and good candidates accept other offers while you're still arranging calls. The root cause is almost always the same: a lack of a properly structured hiring process.
How do you reduce time to hire?
Step 1: Build content once, and reuse it
Create short content for the role that covers:
- an introduction to the business, what it does and its culture
- your goals, ambitions and the challenges you're tackling
- the role itself: its challenges and benefits, who will thrive in it, and who won't. Be honest and open.
- for technical or skilled roles, a short quiz to test competence
Step 2: Add a survey
Finish with two or three open-ended questions you'll use at interview. Assign the content to candidates with a deadline, normally two to four days.
Step 3: Review the reports
Candidates either engage with the content or they don't, and progress is tracked for everyone. Your top two or three candidates surface automatically, because they're engaged and can evidence their skill. Invite them to interview.
Step 4: Use their answers in the interview
Shape each interview around the candidate's survey responses and quiz answers, so the conversation goes deeper, faster.
What else speeds things up?
- Building the content is quick. Our team can also build it for you.
- Candidates who finish are already onboarding. They know the business before day one. See faster onboarding.
- Be ready to make an offer quickly. The best candidates won't wait.
- Start onboarding as soon as contracts are signed, not on their first morning.
Want to experience it as a candidate would? Book a discovery call and ask to be added to our demo hiring process. For the cost side of the story, read what a bad hire really costs.
