It's not a WAR for talent, It's a RACE for talent.

The average company takes about 52 days (Bersin) to fill an open position.   The best candidates are on the market an average of 10 days (officevibe).   You do not have to be a mathematician to see the problem.   Companies have to be focused on the applicant experience and high-quality tools that can help them make sound and fast hiring decisions.   

As the speed of hiring becomes more important, the time you can spend with a candidate obviously gets compressed.  Valid hiring and selection tools can be vital in this new landscape.  The interview needs to be focused on those things that cannot be attained in other ways.   Utilizing the right assessments can help answer several questions so that you can be free to focus on the things you cannot measure.   

The most significant obstacles to hiring top candidates are the length of the hiring process, shortage of quality candidates, and a poor applicant experience.   Multiple sources have indicated that in excess of 90% of employees would be open to discussing other opportunities.  Consequently, the best alternative for hiring top talent is to engage them in discussions before they hit the open market.  The flip side of that same argument is you have to a stellar job of making sure your people are more likely to be in the minority and not open to the discussion.    Culture, job fit, and relationship with my manager continue to be the leading causes of employee retention.  If you are in it to win it you need to get intentional about culture, job fit, and improving the skills of your managers.