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How Adding a Step to Your Hiring Process Will Actually Make It Shorter

February 25, 2016

hiring-step.jpgWe all know the struggles of trying to find that ideal job candidate to fit the role(s) that you are looking to fill. The reality is that this can be an incredibly time-consuming venture as you pour over the resumes, cover letters, and applications of the range of very qualified to very unqualified applicants. With so much time and resources invested inevitably comes tied to a significant cost.

Depending on your industry and the size of the company, the frequency in which you are hiring may vary greatly from constantly to very rarely. Regardless of how often you are going through the process, it is important to implement an efficient system that is still able to produce qualified candidates.

Selection processes vary from a simple resume review and interview to a multi-hurdle approach consisting of online applications, assessments, skills evaluation, and behavioral-based interviews. With the speed of business getting faster and faster, companies are attempting to find and hire talent at a similar pace and efficiency. In turn, one of the more common concerns with a more in-depth hiring process (e.g., multiple hurdle) is that it will increase the time to hire and the company will lose out on top talent. Thus, one of the most common concerns with the more robust hiring processes is that they will increase the time to hire and the company will lose out on top talent.

But what if I told you that adding an additional hiring step could actually shorten the length of time to hire and reduce the likelihood of future turnover? Sounds a little backward, right? Adding an additional step will shorten the process?

Here's the truth

The truth is, this additional step doesn’t have to be long and cumbersome. It can be as simple as ensuring the expectations of the applicant align with what they are realistically going to be asked to do. Are there rotating shifts or will they be working overnight for the first couple of years? If so, you want to know if this is feasible for the candidate prior to investing further time in them. Everyone’s situation is different, and ensuring that applicants are able to meet the minimum requirements of the position early in the selection process can save you significant time and headaches over the long term. By asking the simple question “Are you available to work rotating or overnight shifts?” through a screening tool, you have just confirmed a major job requirement.

You can also get a bit more in-depth by implementing a more robust assessment that is going to give you better insight into the candidate’s personality and work preferences. Say your vacancy has a lot of employee interaction and teamwork, a question like “I typically prefer to work in groups” will be a great indicator of whether they will thrive in that environment. If they answer low on the scale of agreement, leaning more toward a preference for working alone, that could be a factor in your hiring decision.

By adding these pieces to the hiring puzzle, you are removing people from the process earlier that aren’t a match for either the position or company. The value of this information is fairly obvious having eliminated a poor fit before ever having reviewed their resume or spoken to them on the phone (aka wasted valuable time). In addition, you have clearly outlined the general expectations of the job to those candidates who are a potential match prior to them progressing further.


These simple steps are positive moves that ensure you get more qualified candidates in front of you, saving you both time and frustration. You are then likely to find your desired applicant faster while also decreasing the chance of them turning over due to unrealistic job expectations or misaligned priorities and values between the employee and the company. It’s a win for both parties and a sure way to make your hiring system more efficient.

The Ultimate Hiring Manager’s Guide

Vicki Cooper Vicki Cooper is a former Consulting Associate based in PSI's Pittsburgh office. She worked with clients across many different industries, but specialized in manufacturing selection and development. She oversaw assessment programming and implementation, interview guide development, and day-to-day client needs.