Streamlining the Search: A Head of Talent's Insider Tips for an Efficient and Effective Hiring Process

I’m tired of tedious and time-consuming hiring processes. As the Head of Talent Acquisition and People for an RPO provider, I understand the frustration that comes with trying to find the right fit for an organization. The truth is many companies simply don't know how to hire effectively.

A recent survey by shortlister.com showed that the average length of the hiring process is 36 days. Too long if you ask me!

I’ll explain how I formed my opinion and where I think organization can make pivots to lessen the burden. 

It's important to have a holistic view of the role you're hiring for and understand its purpose. Instead of focusing on checking boxes for skills, focus on finding candidates who align with your company's unique value proposition. Remember, hiring is a two-way street. 

Don’t be afraid to take control of the interview process. 

Start by setting expectations with hiring managers and candidates, and schedule 1-1 meetings with both. Keep in touch with hiring managers throughout the process and get feedback immediately after interviews, rather than waiting 24 hours. A recent stat by (Builtin.com) wrote “the top prospect candidates are off the market in 10 days”. Understanding how to optimize the job recruitment process can shorten the hiring cycle by 60% while improving quality.

I hear recruiters constantly struggling with hiring managers' calendars. Set-up Calendry for your hiring manager, allow them to segment available slots for interviews, and then leverage the tool to lessen friction and limit inbox overload.

And for a bonus LinkedIn hack, try cross-searching outside of LinkedIn Recruiter using the People search option. You'll likely find higher quality of candidates.

Abandon your recruitment strategies if they don’t work. Focusing on the core purpose of the role and ensure it aligns with unique value proposition of your company. You'll attract the better candidates and a stronger fit for your organization.

If you are struggling with your talent strategy or have just benched some of your search team reach out. Happy to discuss and share the various strategies and approaches I’ve used over the years.