The Science of Hiring: What Actually Works (and What’s Just Hype) Part 5 of 7

Optimising the Length of the Process

Over the past 4 weeks, we’ve been building the “ultimate evidence-based hiring” process step by step:

?? Week 1: The history of hiring and selection

?? Week 2: What actually predicts job performance (spoiler alert! Structured interviews and job-specific assessments win).

?? Week 3: How to design a hiring process that balances efficiency, fairness, and candidate experience.

?? Week4: Metrics That Actually Matter

?? Fun Fact: The best companies hire faster AND better.

If your process takes 45+ days, you’re losing candidates. If your interview process has 5+ steps, you’re adding unnecessary friction. If hiring managers are stalling, you need better SLAs & automation.

Here’s how to fine tune your hiring without damaging the quality.

I thought we could use an example of where a process that used to be quick got very long. My hypothesis is that tech companies over engineered the hiring process as they are not recruitment specialists: So lets try this:

In 2018, it took 21 days to fill a role. In 2024, it takes 44+ days.

Why?

? Too many approvals.

? Too many interviews.

? Too much “we should meet one more person” syndrome.

And what’s the result? More lost candidates, more ghosting, and more frustration.

Does this resonate? Either way let’s dig deeper into this example.

Try This Three Step Hiring Process Challenge

Step 1: Audit Your Process Here is a lite version you can try yourself.

• Map Out Every Step: Document each phase of your hiring process, from job posting to the final offer.
• Evaluate Predictive Validity: Identify which stages effectively assess candidate success potential.
• Analyse Dropout Points: Use your ATS data to pinpoint where candidates are exiting the process.

Warnings If your process includes more than four interview rounds for mid-level positions, you're likely losing candidates unnecessarily. A survey by ThriveMap found that 47% of candidates are deterred by lengthy pre-hire assessments. I have a basic template for this you could follow - or if you need deep work on this, its exactly how I have helped companies in the past. [email protected]

Step 2: Cut the Hiring Fat and Keep What Works

• Look at the Screening Calls: Assess if multiple screening interviews are essential.
• Enforce Quick Feedback: Implement a 48-hour turnaround time for interview evaluations to prevent delays.
• Expedite Offer Approvals: Pre-approve salary ranges to eliminate bottlenecks during the offer stage.

Step 3: Get Real Feedback and Actually Use It

A disproportionate amount of companies I have worked and talk to assume their hiring process is just great and having great success like our friend Borat!

Until they actually ask candidates. Or ACTUALLY listening to their feedback.

So how do we stop guessing and start fixing. Oh and this isn’t an NPS question! Its feedback loops.

?? Ask after every interview: Send a quick survey—“On a scale of 1-10, how was your hiring experience?” Bonus: Ask “What’s one thing we could do better?”

?? Track where candidates are ghosting you: If people keep dropping off after round three, that’s a big flashing sign that your process is too long.

?? Compare yourself to competitors: Are you way slower at hiring? Are candidates rejecting your offers at a high rate? You need to know why.

?? As you conducted an audit you should have your recruitment experience mapped out so think about other ways to gather feedback. On the job description, via text, an AI that calls them? No idea is a bad idea.

?? My Top Tip: Don’t just collect feedback its pointless unless, you act on it. If multiple candidates tell you the same thing (“The process was too slow,” “I didn’t know what to expect,” “The assessment felt pointless”), it’s time to fix it.

What’s the worst hiring experience you’ve ever been through as a candidate? Reply and let me know!

Coming Up in Week 6: How do we customise this for specific roles?

Next week, we’re getting into how to tailor selection processes based on role type. Whether hiring at scale or for niche expertise, a one-size-fits-all approach won’t cut it. We’ll go over how to adapt assessments, balance candidate experience with efficiency, and make sure the process respects the time and effort candidates put in especially for technical or senior roles.

Your challenge Will Be: Take a closer look at one role’s hiring process. Does it really align with what the job requires and how candidates experience it? Approach this with a candidate first mindset.