Online video interviewing from Hire-Intelligence

Too Lazy or Too Busy, You’ll Pay The Price For Not Screening Candidates Quickly

You’re hiring and you need to screen for the best possible candidates to bring in for those critical face-to-face interviews.  But for every week you add to your screening process you’ll see more good candidates snatched away by other employers. 

The Bureau of Labor Statistics estimates that in the current weak hiring environment, heavily impacted by the Great Recession with a large number of workers looking for work, finding a job is taking candidates an average of at least 10 weeks.  In this environment, our models show that you may see almost 30% of candidates slip through your fingers if you spend even 4 weeks screening.  During your 4-week screening process they’ll take other offers.  Of course, if you take even longer screening, you’ll lose even more candidates. 

The news gets worse.  As the economy improves and hiring picks up the median number of weeks required for a job seeker to find employment will edge back towards the historical norm of 5 weeks.  If you take 4 weeks to screen under this rate of candidate absorption, more than 50% of available candidates will take a job while you’re screening.   (This includes candidates who were available when you started your process as well as those who started their job search after you started your search.)  

The importance of running a timely screening process is even more imperative when you realize that the candidates that slip away fastest are likely to be the most qualified, the most attractive.  And of course the problem is exacerbated if you’re looking for hard to fill positions, like sales or engineering jobs. 

We’ve been working on a “speed screening” process, sort of like speed dating.  The final steps in the process can vary to fit the employer, the marketplace and the level of candidates.   But the bottom line is that days required to screen and the days required to fill a position are critical metrics that can have a bottom line impact on your organization. 

We started investigating the need for fast screening after working with a company whose managers were simply too busy to review candidates in a timely manner.  With a difficult to fill set of job reqs, the key hiring manager just couldn’t find time for 3 weeks to review a candidate screening video.  We can’t force anyone to prioritize their hiring process, but we can work on ways to speed up the process.  Negotiating an agreement as to when a manager will make time available to review candidates is a good start.

About The Author

Jim Robinson

Jim Robinson holds an MBA from the University of California, Berkeley and has extensive management and consulting experience. He managed a team with worldwide product, sales and support responsibilities at AMF before becoming an independent business consultant in 1996. Along with David Propis, he co-founded Hire-Intelligence, LLC in 2011 and today serves as CEO of the company.

3 Responses to “Too Lazy or Too Busy, You’ll Pay The Price For Not Screening Candidates Quickly”

  1. Rajpreet
    October 30, 2012 at 3:49 pm

    Great article! Couldn’t agree with you more about the importance of speed in the interviewing process. Additionally, 79 percent of working professionals around the world are considered passive candidates. Top talent isn’t on the market for long, often just 7-10 days. Accommodating passive candidates is crucial in effective hiring. On an optimistic note, companies can differentiate themselves and elevate their brand by screening candidates quickly.

  2. November 14, 2015 at 12:37 am

    Similar thing has been running for a while in Finland: .They enrcouage people to make the experience more like a real interview (instead of flash judgement). It still looks like that the recruiters use it for flash judgement instead of listening for the answers.If I would be improving such a system I would add a virtual character you are telling giving your answer to (and make it yawn after 10 seconds to help you to make your answers short).

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