Hiring a new employee, while being critical to an organization's continuous success, can regularly be a long and tiring process. According to a Glassdoor study conducted on almost 83,921 interview reviews, organizations require a normal of 23 days to screen and hire a new employee. So, what are the effects of this decrease in speed to market? Besides costing the business both time and money, a lengthy selection process may turn away top talent. According to HRs,

  1. increased candidate expectations

  2. qualified candidates becoming more challenging to find

  3. an increased number of interview rounds

are the noticeable reasons that are causing this time blowout for recruitment. Hiring policies can significantly affect the length of the procedures. Aside from the loss of candidates to competitors and the pressure, it puts on existing employees who must cover for missing colleagues, harm to your employer brand is a part of the fallout. Also, in the transparent era, candidates do not keep away from sharing their bad candidate experience online to degrade your brand value.

How can we improve the situation?

  1. Improve Interviewing: Oftentimes the issue of slow hiring boils down to corporate inefficiency. In many cases, companies do not devote enough time or resources to recruiting a new person. This leads to a disorganized interviewing process. Plan questions, create a detailed interview structure, and most importantly, have an idea of what you want in a new employee. This will make the selection process more time efficient and painless for everyone involved.

  2. Streamline Recruitment Process: From requisition creation to offer acceptance, create a seamless candidate experience by automating candidate screening, interview scheduling, and employment offers. Integrate with external job boards and social media to create talent pools for future roles.

  3. Confirm the Job Descriptions: Know what skills you are looking for and finalize the job description and requirements of the role before going to the market. Differentiate between the competencies vital for success in the job and the skills that can be further developed through training.

  4. Set Time Boundaries: Set out your hiring timeframe and stick to it. Try not to extend the timeframe with additional rounds of interviews. Delaying the hiring process can reduce the odds that the candidate is still available when you do make the offer.

  5. Keep Track and Improve: Assess how effective your recruitment and onboarding processes are. Survey your candidates to communicate that you value their feedback and recommendations to improve in the future.

  6. Agree on the Budget: Discuss the remuneration package before you start interviewing candidates for the role, so you can sign off on an offer without having to consult other internal stakeholders.


A long hiring process costs money and time as well as turns top talent away. Sufficient preparation and calculated decision-making can help prevent this. All things being equal, the best choice might be to look for talent management software. If you might want to enhance the hiring procedure, reach out to us today for a fully customized talent management and recruiting software that can help you with your recruiting tasks in your organization.