Job is posted. You apply along with hundreds of other people. The recruiter/hiring manager needs to spend some time sifting through them along with juggling all the other tasks they have going on. Let's say that this takes 1-2 weeks. Some places may let the opening sit longer to get more applicants.
Several candidates are identified as possible fits. Recruiter reaches out to them to schedule the recruiter screen. Schedules need to line up. This likely takes 1-2 weeks until the recruiter screen happens.
The recruiter needs to schedule the tech screen after a successful recruiter screen. Again, schedules need to line up. This could take another 1-2 weeks.
Feedback needs to be submitted and then the onsite round is scheduled. This could take another 1-2 weeks.
The onsite round will have multiple interviewers. This means more people to collect feedback from which likely increases delays in getting that. A debrief is normally scheduled with everyone who interviewed them. But let's say one week to gather this and make a decision.
An offer is made. It takes some time to prepare and get sign off. There will be time to discuss with the recruiter to explain the details, plus some time needed for negotiation and thinking it over. This could be another 1-2 weeks.
Additionally, some candidates may want to ask for more time during these phases in order to prepare better or align their schedules. This pushes back the process for all other candidates if the company is hiring for a specific job in order to give all candidates a fair assessment against the pool.
Adding this all up, we arrive at 6-10 weeks.
But it still doesn't sound like a very effective process typed out like this.
What would you do to make it more effective?
>What would you do to make it more effective?
I'd ask companies who have managed to get the process down to 2-3 weeks what they're doing, and then do that. It sounds like you're saying they don't actually care to, though.
Well there it is. Suggestions don't matter if there's no one in power who cares. Have them care and suddenly we'd be able to get people hired in 2-4 weeks.
Otherwise it's not rocket science. And you're not hiring rocket scientists. It shouldn't take more than 3 stages to know if a candidate can do the job:recruiter screen, main interview, negotiation meeting. If you need more people in the know, they join on the main day. If they can't, it clearly isn't important enough for their scope of responsibilities (does a skip manager 3 levels up really need to personally meet a candidate?)
Last place I applied to, one screening and two interviews, took several months, and in the end came second even though I was ready to take 700€ paycut. The job was basic AV&network upkeep, felt like I was applying to become an astronaut.
It can move faster than months, of course, when everyone's willing to prioritize it. But as anyone who's worked in hiring can tell you, the set of people who want hiring to move faster is much larger than the set of people who are willing to accept inconvenient interviews and fill out their feedback promptly.
Well, no. Because we abandoned the idea of fostering talent. We instead insist natural talent exists who will swoop in, be productive in our proprietary systems day one, and outdo all the pathetic engineers who spent years at the company. Almost like we're drafting for a sports team instead of training a workforce.
But at least sports teams spend time making teams feel like teams.
Companies feel like they have no choice, for two reasons:
1. Jurisdictions where workers must give minimum notice periods before leaving their prior employer - the worker accepts a competing offer, gives notice, waits out the notice period, then starts. And many workers often ask for additional unpaid time between jobs before starting (since no vacation days have been accrued yet at the new job).
2. Hiring happens by committee. In most companies, job candidates must be interviewed by, at the absolute minimum, an HR screener, the hiring manager, and the hiring skip-level; and usually also by people who will be peer teammates, plus an HR "culture" interview. If you need to pass a committee of 3-6 people, interviews must be scheduled with each member of the committee; at one committee member per week, that is 3-6 weeks.
6 weeks (1.5 months) plus background checks plus getting pay packages approved plus 30 day notice periods plus two weeks unpaid vacation is, yes, a multiple month endeavor at minimum to fill a role. The only way to fill a role within a week is to grant full hiring autonomy to the hiring manager and only hire people who are currently unemployed (and therefore have no notice period or desire to take more unpaid time before starting), which in most companies beyond early startup size, is a complete non-starter.
It may sound like I'm blaming candidates, and sometimes it might be fair to, but this is also a problem caused by companies not investing in training and hiring junior level employees, which means that people who are unqualified feel forced to apply for more senior roles, as those are the only roles hiring. It's honestly shocking how many candidates I've interviewed in my career who don't even meet the basic bar for the role they've applied for, and are essentially just hoping to get lucky and snag a high-paying tech job even if it ultimately results in them being terminated, they can collect a check for 3-9 months without delivering.
Mass applications, AI cheating, fraudulent representation (e.g. saying you are person X but are actually interviewing on behalf of person X who you are not), lying on resumes and in screeners, and even nation state attacks on hiring (see North Korea trying to farm tech jobs for money to get around sanctions), it's not great on the hiring side either.
Any manager will tell you, they’d rather not go through the long hiring process.
I live in a country where the probational period is 6 months (Germany), so the law says people can get fired without cause or justification, just give them 2 weeks notice or 2 weeks garden leave.
Even with that, it's a very arduous process to fire people. Even in cases where they repeatedly refused to show up for work, I've seen HR departments asking managers to "try harder". This only makes both the employee and the manager suffer.
The reason for that is simple: HR departments are extremely inefficient machines.
Grow some balls, do a couple interviews, and just pick the candidate you like the most. You're hiring for a glorified IT guy, not a NASA astronaut. Companies that stretch out the process to a ridiculous degree need to get over themselves.
EDIT: and to be clear, yes, I've been on both sides of the hiring table
2 months later recruiter from the same company hit me up. Told them I already passed the interview just give me the job already. Oops no roles, you just have to wait! So why are you reaching out? Couldn’t give me an answer.
At least in (Northen) Europe ghost jobs are a pain on the ass in most industries, even for low-skilled labour. Hiring companies - not the actual companies that need a worker, but an intermediate - try to just amass a database of workers so they can say to their client that we have hundreds of people with these qualifications ready to come to work for you. It’s not even legal, but they still do it.
I think a lot of these problems are created by the companies themselves, and to lesser degree by candidates. Posting ghost jobs, asking for insane qualifications to run a simple website, interview process lasting 3 months… And candidates firehosing the job ads with bs CV’s generated by LLMs does not help. Currently I think you need to know somebody inside the company pretty well to get hired.
The fix would be pretty simple: > Grow some balls, do a couple interviews, and just pick the candidate you like the most.
Starvation's a very powerful motivator for most people.
IMO the reason it takes longer now is because multiple people are getting interviewed simultaneously.
Considering job postings are getting 10x more resumes than before, I'm not surprised companies are hedging their bets and interviewing way more people for the same position.
If so, 14 days is unheard of. Tell us more.
These companies have lost their minds.
IME (hiring, not interviewing) it's always been 3-4 rounds. First is an HR phone screen (usually 20-30 minutes on the phone), 2nd with hiring manager, 3rd with a senior engineer/architect, and a 4th with the hiring VP. And those are almost always combined into a single morning or afternoon(2+3 or 3+4) and the final round doesn't always happen (VP's choice).
Sounds like asking a lot from candidates but unfortunately candidates lie a lot and the cost of hiring candidates that don’t match up to the requirements when paying $300k-$500k/year is just too high. Firing people is hard and takes a long time, especially in management roles. My personal guidance to managers is to have rounds match the level and experience required for the job. You can hire an intern with 2 rounds after the hiring manager conversation but a staff IC probably needs 5, directors need 7.