Raise your hand if you like conducting interviews…(crickets) no one? That’s what I suspected.

I have yet to meet a hiring manager that actually likes the interview process. It’s tedious, time-consuming and sometimes, a ton of work goes into it and you have nothing to show for it if you miss out on a candidate. Or, even worse, you choose the wrong one. But it’s a necessary part of hiring.

That’s exactly why, when I was working with one of my clients, and this was a huge pain point, we put our heads together to come up with a solution that would work for everyone involved. Their difficulties were specific to staffing their Delivery & Transformation team, but this approach can work for virtually any team.

The situation

The team’s hiring managers were stretched thin and didn’t have the time to go through week after week of vetting candidates. Since the open positions were in their Delivery & Transformation team, part of the evaluation was to see if the Project Managers, Project Coordinators, Program Managers, Scrum Masters, Agile Coaches, etc. had the necessary communication skills and ability to work with different people at all levels of the organization.

The client also needed to speed up the process to make sure they didn’t miss out on the best talent. Their hiring process was taking up to five weeks. And that was too long.

Is video interviewing the answer?

In addition to the amount of time it was taking to hire someone, the client kept running into the situation where the candidates they liked were being snatched up by another company before they could make an offer.

So, they first attempted to speed up their hiring by using basic video interviews. But the process was still slow and inefficient.

Next-generation virtual vetting

We partnered with the client to come up with a workflow management methodology that complemented the video interviews.

The result

The client now has a new system of video showcases through a repository that streamlines the way they hire. The Delivery & Transformation team’s hiring process went from three to five weeks down to just one!

Less time interviewing equals more time to focus on the on-boarding, training and getting your new hire up-to-speed and performing faster. And, in this fast-paced world, that’s what it’s all about.

Are you looking to improve your interview process? Contact us to see how we can help your company as well.