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Shorten Your Time to Fill - 5 Steps

One thing is clear - the interview process has been stretched out. It’s taking months to fill a role that should take weeks. This results in declined offers, frustrated candidates, overworked employees, tarnished company reputations and loss of productivity.

If you're a Hiring Manager, Internal Recruiter or HR Manager, this post is for you.

1. Get off on the right foot with a kick-off meeting

  • Hiring manager and recruiting team meet to agree on job description, priorities, select interview team. Discuss any details regarding non-negotiable requirements and areas with flexibility.

  • Decide upon job location (including on-site requirements) to avoid mid-search changes.

  • Confim roles are approved by finance prior to starting your search. 

2. Less is More. Narrow the Interview Team to decision-makers only. 

  • Save meeting peers for after an offer is made. 

  • Keep the interview to a 3-step process 1) Recruiter screen 2) 30-45 minute zoom interview with Hiring Manager 3) Panel interview with additional decision-makers.

  • Wrap up with a quick conversation with HR to answer any salary/benefits/company questions. 

3. Responsibilities of Interviewers.

  • Follow your company's interviewing best practices.

  • Be available for interviews and accept invites in a timely manner.

  • Be prepared. Know the role you're interviewing for. Review candidate's resume/portfolio PRIOR to the interview.

  • Attend debrief session.

4. Get the right candidates from the start with catch recruiting.

  • catch will source, screen and provide qualified candidates - FAST.

  • Our deep network of talent means a shortened hiring timeline.

  • With over 15 years of recruiting experience, plus staffing and internal recruiting knowledge, we know the pitfalls to avoid.

5. Collect feedback. Make a decision.

  • Schedule a debrief session with the Interview Team directly (the same day) after the final interview. Don’t rely on individual emails for feedback.

  • Hiring Manager, make a decision directly after the debrief session. Decide on a back-up candidate should your first choice decline.

  • Extend the offer!

BOOM! Congratulations, you've made a great hire!

Crystal FindlayHiring Strategies, Human Resources, Hiring, Interview Process, Recruiting