You can hire fast or you can hire the best, but it’s tough to combine both.

Adding 50 or 100 new top talent employees in record time requires a strategic approach. Sure, you can troll through Linkedin and the usual job banks, but all you’ll get is a list of “suspects” that require filtering and evaluation. Filtering is a lot of work, but worth it. After all, who needs to go through hours of interviews with candidates who are not the talent you’re looking for?

Once you have your ten or so top candidates, it’s a race to the finish. Why? Because top talent doesn’t stay on the market for long, in fact, research says that it can be just 10-14 days. If you have a series of hiring interview cycles that typically take 30 days or more, you’ll end up with your second choices every time.

So how do you accelerate the process? You need a strategy that allows you to know what’s happening while the hiring team’s interviewing process is actually going on. No more waiting for the interview round to complete. Next, you need to constantly refine your hiring teams. you may not have had the time or opportunity to train the team members in their interviewing skills, so their skill level is up for question. Weeding out team members who don’t keep to important topics, or make judgements based on how a candidate interacts or looks is vital, and it needs to be done quickly to limit the damage.

For a hiring manager tasked with making great decisions on new candidates, evaluating feedback is key. But say you have 6 hiring team members, and 10 good candidates. Some candidate interviews will be conducted with more than one team member and some candidates won’t be interviewed by all of the team, so maybe there will be 30-40 interviews in all. A typical new role will require several skills or experiences, so each one will require feedback from the team. Let’s imaging that there’s 4 skills, and the hiring manager has to read 120-160 separate comments from the team. No wonder most interview cycles take 60+ days. Providing a framework for feedback, and having it arrive using one platform and not email, text, phone messages, Slack posts, ATS posts, etc., will dramatically reduce the time it takes.

But even when you have all the feedback, how do you decide who’s opinion should be listened to most? In every group there’s always “the loudest voice in the room”, the person that has an axe to grind, or just likes to be heard. Rarely do they have the most important opinion; it’s usually the quietest person who has thought through the decision, but may not be heard. The solution? Conduct a confidential evaluation of the team, based on the important criteria for the role. Then take the result, and use it to make your decision.

Compounding your growth.
As you add people, you get more resources to fill out more hiring teams. But until you know these new hires more it’s tough to evaluate their skill in interviews. The best way to accelerate the process is to go back to the interviews where they were candidates. In almost all cases, a good interviewer is a good interviewee, so use that knowledge to grow and refine teams in real-time.