--- title: How Hard Should Your Hiring Process Be? description: Hiring new talent is a critical part of business — it requires more than just reviewing resumes and conducting interviews. It’s essential for hiring managers to pinpoint best practices to attract top talent without making the hiring process too strenuous. Here are a few things to consider when outlining your hiring process. image: https://blog.mytsp.net/hubfs/Blog%20Headers%20Dark%20Full%20Color/blog-31.jpg --- [![TSP_logo_PMS](https://blog.mytsp.net/hubfs/Branding/TSP_logo_PMS.svg "TSP_logo_PMS")](http://www.mytsp.net) [![TSP_logo_PMS](https://blog.mytsp.net/hubfs/Branding/TSP_logo_PMS.svg "TSP_logo_PMS")](http://www.mytsp.net) - [Maintenance](https://mytsp.net/it-maintenance-services/) - [Workforce](https://mytsp.net/it-workforce-solutions/) - [Professional](https://mytsp.net/it-professional-services/) - [Recruitment](https://mytsp.net/it-recruitment-solutions/) - [Careers](https://mytsp.net/it-careers/) - [About](https://mytsp.net/about/) ## [![tsp-logo](https://blog.mytsp.net/hs-fs/hubfs/Branding/TSP_logo.png?width=1222&height=632&name=TSP_logo.png "tsp-logo")](https://www.mytsp.net) [Follow us on Facebook](https://www.facebook.com/myTSPnet/) [Follow us on LinkedIn](https://www.linkedin.com/company/technology-service-professionals) [Follow us on Twitter](https://www.x.com/mytspnet) [Follow us on Instagram](https://www.instagram.com/mytspnet) [✕](https://blog.mytsp.net/how-hard-should-your-hiring-process-be#atbs-offcanvas-primary) - [Maintenance](https://mytsp.net/it-maintenance-services/) - [Workforce](https://mytsp.net/it-workforce-solutions/) - [Professional](https://mytsp.net/it-professional-services/) - [Recruitment](https://mytsp.net/it-recruitment-solutions/) - [Careers](https://mytsp.net/it-careers/) - [About](https://mytsp.net/about/) Share - - - [Talent Solutions](https://blog.mytsp.net/topic/talent-solutions) # How Hard Should Your Hiring Process Be? 15 Sep 2020 [0](https://blog.mytsp.net/how-hard-should-your-hiring-process-be#comments) **![How Hard Should Your Hiring Process Be?](https://blog.mytsp.net/hs-fs/hubfs/Blog%20Headers%20Dark%20Full%20Color/blog-31.jpg?width=2000&height=1000&name=blog-31.jpg)** Hiring new talent is a critical part of business — it requires more than just reviewing resumes and conducting interviews. There are many mistakes employers make that might deter candidates, from poorly crafted job descriptions to lack of communication. It’s essential for hiring managers to pinpoint best practices to attract top talent without making the hiring process too strenuous. Here are a few things to consider when outlining your hiring process. ## **RESPECT YOUR CANDIDATE’S TIME** In the past few years, companies have adopted the [Silicon Valley](https://www.businessinsider.com/weird-interviews-in-silicon-valley-2015-6) ethos of asking candidates out-of-the-box questions during the interview process. The idea is that these unconventional questions can reveal information about a candidate. However, in today’s market, this approach can end up backfiring. One of the most common [reasons](https://www.thetalentboard.org/article/2017-talent-board-candidate-experience-benchmark-research-reports/) why candidates drop out of the hiring process is because they feel like their time is being disrespected**.** **DON’T DRAW OUT THE PROCESS** According to a report from [MRINetwork](https://www.mrinetwork.com/media/303943/recruiter_sentiment_study_1st_half_2016.pdf), nearly half of all job offers are extended after three interviews. If you’re making candidates wait longer for a decision, a company with a faster hiring process is likely to close the deal before you can. The average length of the hiring process in the U.S. is about 23 days. Be sure that you are extending an offer to your candidate promptly to ensure that they don't lose interest. ## **KEEP THE APPLICATION CONCISE** Candidates’ distaste for a slow-moving hiring process extends to the application itself. Conversion rates plummet if a job application takes more than [five minutes](https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx) to fill out. Candidates are accustomed to easy, efficient and convenient technology in their personal lives, so they expect the same in the job application process. Cumbersome online applications will only make them rethink their choice to work for your company. ## **IMPROVE JOB DESCRIPTIONS** [Job descriptions](https://www.cio.com/article/3235906/how-to-craft-highly-effective-job-descriptions.html) can be difficult for hiring managers to write. The job description should serve as a concise way for a candidate to see if they are a good fit for the position before asking more questions. Don't try to fill out the description with every detail of the job. Instead, describe the job’s responsibilities, the necessary skills and the level of experience that a candidate should have. ## **BE RESPONSIVE** According to a survey by [CareerBuilder](https://resources.careerbuilder.com/news-research/66-of-candidates-wait-less-than-2-weeks-before-moving-on), two-thirds of job seekers will move on from an opportunity if they don't hear back from an employer within two weeks. The clock starts ticking the minute a candidate hits the submit button on their application. Make a good first impression and keep candidates engaged by keeping your hiring process responsive. Tools like automated scheduling can reduce the amount of time spent coordinating interviews for candidates. This keeps the process moving along and minimizes administrative roadblocks. Also, make sure that when candidates reach out with questions, they are always responded to in a timely manner. ## **PRIORITIZE TRANSPARENCY** Employees expect [transparency](https://hr.sparkhire.com/best-hiring-practices/4-expert-tips-bringing-more-transparency-to-your-hiring-process/) from their employers, even in the hiring process. Candidates are curious about a typical workday and often ask what their day-to-day tasks will be. Rather than rattling off a vague list, consider sharing testimonials straight from employees or previewing the role through an online simulation. This removes some of the mystery surrounding the job and contributes to boosting candidate [engagement](https://harver.com/blog/high-volume-candidate-engagement/). ## **GIVE OPTIONS** There is no one-size-fits-all approach to the hiring process. Hiring strategies should always be customized to the role you are looking for. For example, for most entry-level roles you're likely dealing with younger candidates. In that case, you should give candidates the option to complete the hiring process via smartphones and other mobile devices. In general, [on-demand](https://www.selectsoftwarereviews.com/best-video-interview-software) interviewing solutions can be a good way to give candidates personalized options in the hiring process. This allows candidates to complete interviews on their own time and in a flexible way. Given the wide range of job opportunities available to candidates today, you can’t expect to win the competition for top-notch talent without creating an engaging candidate experience. That means the hiring process is efficient, straightforward and exciting. One of the best ways to improve your hiring process is by including technology. New technologies like automated scheduling, on-demand interviewing and job simulations are just a few of the ways to offer candidates the positive hiring process that they are looking for. 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