Factors that affect how long the hiring process takes
The size of your organization, the role’s requirements, industry norms and the number of potential candidates can affect the duration of the hiring process.
1. Company size and structure
Large organizations may have multiple levels of approval, potentially extending the time to make a final decision. Smaller companies often have quicker decision-making processes, resulting in a shorter hiring timeline.
2. Role complexity
Entry-level positions are generally quicker to fill. Complex roles requiring more expertise may need a thorough evaluation process.
3. Industry standards
Hiring timelines vary across industries based on required skills, qualifications and experience. For example, the retail industry may have a shorter hiring timeline, as sales roles typically require fewer specialized skills. In comparison, the tech industry typically requires a more extensive interview process that may involve coding tests and technical assessments.
4. Candidate availability
Highly specialized fields may have smaller candidate pools, leading to a longer hiring process. Expanding your talent pool can help provide access to high-quality candidates and reduce time-to-hire.
How long the hiring process takes and the steps involved
A structured hiring process generally involves several steps, each with a specific time frame. Understanding these steps can help you streamline your recruitment efforts.
1. Job posting and advertising
Once you create a job description and advertise it online, it can take several days or weeks to attract candidates, depending on the platform you use, how compelling your job description is and how many job seekers see the posting.
For example, you may have more success if you post on job boards like Indeed instead of relying solely on your company career page.
2. Resume screening
Reviewing applications to create a shortlist of candidates can take up to two weeks. This may vary depending on the volume of applications and whether you use an applicant tracking system (ATS).
3. Initial interviews
Scheduling and conducting initial interviews can have various time frames. For example, video interviews generally allow for more flexibility, so you may schedule time with candidates within one week. In comparison, if a candidate has a lengthy commute to your business or currently works for another company full-time, their availability may be limited, potentially extending the timeline.
Once you complete the first interview, providing timely feedback to candidates helps create a positive experience and maintain their interest.
4. Secondary interviews and assessments
Scheduling and conducting follow-up interviews might require several weeks, depending on the number of interview rounds and the assessments involved.
5. Decision-making and offer extension
The final stage of the hiring process typically takes about one week. You can help ensure a smooth transition from selection to onboarding through prompt decision-making and clear communication.
The period between the initial interview and this final stage can take several weeks or months, depending on whether you automate parts of your hiring process, the number of applicants who apply and the rounds of interviews required for your open position.
Benefits of an efficient hiring process
An efficient hiring process can benefit businesses and candidates, including:
- Enhanced business operations: Streamlined hiring practices enable projects to run smoothly and productivity to remain high.
- Positive candidate experience: Clear communication and prompt, timely feedback help demonstrate respect and professionalism, potentially making candidates feel appreciated.
- Competitive advantage: Efficient hiring processes reduce time-to-hire, so you can extend job offers to candidates before competitors.
- Cost savings: Reducing the time spent on prolonged recruitment efforts may allow for more effective resource allocation. Filling roles promptly can also increase productivity.
Improving the hiring process
With cost savings and streamlined workflows, your hiring process can benefit the candidate and business alike. Consider the following steps to create a more efficient hiring experience.
Streamlining recruitment steps
Technology and automation tools, such as ATS software, can help you resume screening and interview scheduling.
Clear communication and expectations
Consider providing candidates with detailed information about the hiring timeline and expectations at each phase of the process. This may help manage their expectations.
Continuous improvement
Gathering feedback from candidates and hiring managers may offer insights into the effectiveness of your hiring process. By analyzing the metrics from past hiring processes, you can identify areas of improvement.
Understanding the factors that influence how long the hiring process should take helps create a positive experience for both your business and candidates. Reviewing and refining your hiring strategies regularly can promote continuous improvement and long-term success.
