How to Simplify High-Volume Hiring for Candidates

The way we hire is broken. Here's what I would do instead: 1. Have the hiring manager write what are the 3 main functions of the role and the 3 most important skill sets they are looking for. 2. Fill out information about what kind of hours are expected in the role and what kind of characteristics and qualities would make a person thrive. 3. Share a salary range within $30K spread and be up front about the total compensation package. 4. Write the job description in human voice that speaks to painting a picture of the day to day with all the information above. 5. Set a specific deadline of when to apply by and 1-3 quick (no more than 10 minutes spent total!) qualifying questions to assess candidate's capabilities to do the actual job. Example: (for a marketing manager: how would you go about creating a title for a SEO blog post ranking for keyword: interview). 6. Put position on hold and don't accept any more applications. Review all submissions and select 3 that are most closely aligned with what hiring manager is looking for. 7. Interview top 3 in Zoom interview with specific set of questions. Share notes with hiring manager to decide who top 2 are. 8. Bring top 2 contenders in for on-site or Zoom panel; no more than 3 interviewers. Important questions should be flushed out ahead of time and have a scorecard to be objective about overall fit. 9. Update each candidate that took time to prepare for interviews on status and when they can hear a response back. 10. Extend offer. If accepted, close requisition, and let everyone who applied know the position has been filled. What did I miss? As a in-house recruiter and headhunter, I know this is easier said than done with the volume of candidates - but feel strongly if employers have clarity in the beginning of what the non-negotiables they are looking for, recruiting would be more smooth sailing! #happilyhired #interview #recruiting

Every company wants more job applicants. Yet most are making the same mistake that drives candidates away. I've analyzed application processes at Fortune 500 companies, tech startups, and major retailers. Here's what I've discovered: The biggest success stories all avoid one critical error: friction in the application process. Top companies get these wrong: 1. Requiring account creation before applying A major beverage company experienced problems with their logistics hiring. They were losing candidates who wouldn't complete a multi-step application process. After simplifying to one click, referrals increased 5x. 2. Building complex "talent communities" Companies spend millions building internal recruiting platforms that fail within months. Why? They force candidates through multiple systems just to express interest in a role. 3. Prioritizing data collection over conversion Enterprise companies often require candidates to input their entire work history manually, even after uploading a resume. Our data shows this causes a 40% increase in hiring costs. Here's what market leaders do instead: They focus on instant engagement - allowing candidates to express interest with minimal friction. Rather than building walls around their talent pool, they create multiple easy entry points. Most importantly, they keep things simple. Implementing these steps has led to: • 52% reduction in time to hire • 40% cost savings per hire • 45% increase in referral hires The truth is that the best candidates are not ready to go through tough and complicated processes. Simplicity is always better. Keep things simple, remove friction, and see the results you'll achieve.

Your slow hiring process could be costing you the best candidates, think sprint vs marathon. (Okay let’s make it 800 meters because it’s not quite a sprint.) "You want quality? Then take your time!" Not Exactly.. Honestly....the leaders I've worked with both as internal HR and 3rd party recruiter don't "take their time" thinking it will increase quality. Here's what I've learned on my own and from leaders I've worked with.. 1. It's not about just moving faster - it's about doing the work before and having a system in place. 2. Get your team on the Same Page Before you start interviewing...this is possibly the biggest issue I see. ➡️ Hiring leader wants this… ➡️ the Hiring Leader Manager thinks X… ➡️ Each party interviews candidate, 'calibrate' to find out they are not calibrated on what they are looking for.. The job description is a laundry list of requirements sometimes from old JD's and now from AI If you list out the real requirements showing which ones are priorities and have that as part of selection process, it will save you a lot of time.  Yes...priorities may change as you get going but you have a foundation to work from. Here's what you can do..it's not easy I get it but if you take an hour upfront..you'll get hours if not days back in time.. 1. Get Ruthless with Your "Must-Haves" 🎯 Take a good look at your team. What skills do you actually need? I mean REALLY need. 🎯 Stop copying old job descriptions and get real. 🎯 Trust me - you don't need 15 requirements. Pick 3-6 that actually matter. Game changer! 2. Get Your Team on the Same Page - 🎯 If your team isn't aligned on what you're looking for... you're gonna waste time. 🎯 Nothing kills hiring speed like five different people wanting five different things. Hash it out first! 3. Create a Simple Rating System Look, we all have biases (yep, me too!). 🎯 Having a clear way to evaluate candidates keeps everyone honest and moving quick. 🎯 No more "gut feeling" hires that we regret later... I’ve seen leaders take months finding the right candidates. With some preparation you can get it to several weeks, spend less time and higher quality. What's the biggest factor impacting the speed/quality of hire? #Hiring #RealTalk #Leadership #Recruitment

Back in June we went to Alex Hormozi's two day business workshop And biggest takeaway was that we were not spending enough time focused on the boring work We were chasing too many big ideas instead of focusing on the fundamentals One of those fundamentals was our recruiting and hiring process Here is our current hiring process that has allowed us to decrease time spent hiring new roles by 50% while evaluating 3x more candidates This is the same process I used to hire 7 new roles in the past two weeks managing 100% of the process while having time to focus on my other priorities The roles hired: 1x Sr. TikTok Shop Strategist 3x Influencer marketing & Community manager 1x TikTok Shop Coordinator 1x Influencer Coordinator 1 Influencer Operations Coordinator Our process: 1. We got set up with LinkedIn Recruiter This has saved me so much time and the quality of candidates has drastically improved 2. Post a job using one of our open job slots instead of using linkedin's pay per click job post 3. Use recruiter to filter people that have the exact experience we need 4. Mass invite them to open jobs 5. Send mass messages + automated follow ups using recruiters CRM directing candidates to go through a video interview process using MyInterview Instead of reviewing applications one by one and sending individual messages to each candidate, We can do a first pass at their job history and mass message all qualified candidates + schedule automated follow ups with one click This step also replaced our first round interview We set up 5-6 interview questions that each candidate answers related to the role 6. Watch videos interviews and create a short list of our top 10-15 candidates and set up first round interviews 7. Invite top 3 candidates to a second interview to go deeper on culture related questions 8. Ask for 5 references from each candidate (front door references) Schedule calls with each reference and have template questions that I ask 9. Reach out to 1-2 back door references - these are people that weren't included but had a working relationship with the candidate (usually one of the previous managers at company they no longer work at) 10. Make an offer LinkedIn recruiter + video interviews have given me more time back to dedicate to reference checks to make sure we're hiring the best possible candidate Before Hormozi, our recruiting and hiring process was embarrassing We mostly hired out of convenience and we paid the price for it I've completely cut out chasing big ideas to focus 100% of my time on the "boring" work The best part is that I love recruiting now Theres nothing boring about finding the best people to join our mission Lmk your best interview questions below

You’ve found the perfect candidate—and then they disappear. 75% of the companies I have previously worked with have lost fantastic talent because they drag out their interview process. The candidate moves on after the 2nd or 3rd round, leaving you to start from scratch. The ripple effects are painful: Extra workloads pushed onto an already burnt-out team. Delayed product and feature rollouts that frustrate stakeholders. Lost momentum in your hiring pipeline. Why is this the norm? It doesn't have to be! Here are a few tips on how to avoid a candidate ghosting you. Streamline your interview process to eliminate unnecessary steps and move faster. (Do they really need to do a recruiter screen when the recruiter you are partnered with has filled 5 other positions in your company?) Set a realistic timeline to get through the entire process. "We need this person yesterday" and scheduling the first interview a week isn't exactly sending the right message. Maintain consistent communication with your recruiting partner so they can keep candidates posted with real updates. Even if it's just a "no update update." To keep them engaged and invested. Align the hiring team upfront so decisions can be made immediately after final interviews. In a competitive market, candidates aren’t waiting around. If you want top talent, you need a process that moves as fast as they do.

As a human resources professional and leadership and career coach, I have supported numerous clients navigating the grueling interview process. In today’s competitive labor market, the candidate experience is often the first impression potential employees have of your company. Yet, too many candidates face a disheartening journey filled with murky communication, lengthy processes, and impersonal interactions. Here are a few ways we can fix this broken system and set a new standard: 1.     Streamline the Application Process: Ensure your application is straightforward and respects the candidate's time. Simplify forms and reduce redundancies. Is it really necessary to manually complete an online application when you have the candidate’s resume? 2.     Communicate Proactively and Transparently: Keep candidates in the loop at every stage of the process. Automated updates, clear timelines, and open feedback channels can prevent the anxiety of the 'black hole' syndrome where candidates hear nothing back. 3.     Respect and Value Every Applicant: Treat candidates as you would your customers. Every applicant should be contacted with the status of their candidacy. A respectful rejection letter that offers constructive feedback can turn a rejection into a positive interaction, encouraging them to apply again in the future or recommend your company to others. 4.     Personalize the Interview Experience: Tailor interviews to the role and involve team members who can speak to the job’s day-to-day realities. This not only enhances the candidate's understanding of the position but also showcases your team's culture. Be respectful of the candidate’s time. When possible, have the candidate meet with everyone on the same day. There really is no excuse for 5, 6, 7, etc. rounds of interviews. 5.     Ask for Feedback: Post-interview surveys can provide invaluable insights into your process from the candidate's perspective, allowing you to continually improve. By enhancing the candidate experience, you not only increase the chances of attracting top talent but also boost your employer brand.   Does your organization boast an awesome candidate experience? Please share how your organization is working to simplify the job search process.

Job hunting should not feel like running a marathon with no finish line. I was recently helping a client who is a VP-level candidate excited about the next adventure. A graduate of good institutions and with experience working at top notch companies. Here is what the interview process looked like - → First round with the recruiter  → Hiring Manager  → Psychometric assessment  → Meeting with nine different team members → Panel presentation  → Interviews with three senior stakeholders → Final round with the CEO And after all that … Pin drop silence! Even worse, while there was no response back from the company, the job was reposted after a few weeks. A message to all the companies who are hiring - it’s time to look beyond resumes and see the people behind them. Behind every interview is a person who’s juggling hopes, responsibilities, and the pressure to land the right opportunity. Multiple interview rounds. Ghosting after weeks of effort. Job descriptions that ask for the world. It’s exhausting. It’s frustrating. It takes a toll. Companies need to do better. Here are a few basics to begin with - 1. Do not keep the candidate hanging - How hard is it to let the candidates know if they’re still a part of the process, if they’re out or if the decision will take a few more weeks? 2. Preparation needs to be on both sides - Coming to the interview late or coming without any preparation to interview the candidate is not okay. 3. Streamline the process - Limit the interview rounds to a maximum of five. You are not hiring for the Secretary of Defense or a C-level executive, so there is no need for so many interviews. Save the case study or panel presentation for the final two candidates. 4. Respect their time and share feedback especially if you have made them jump through hoops and invest endless hours in the process. 5. A better hiring experience doesn’t just attract great talent - it builds your brand. The good news? Some companies are doing it right. Avis Budget Group keeps the process efficient, with most candidates completing interviews in a day or two. Red Robin moves quickly, with 72% of hires reporting a smooth, two-day process. Hilton leads the way in employee experience, ranking No. 1 on Fortune’s “100 Best Companies to Work For.” If you're in the middle of a job search, take it one step at a time. The process might be tough, but your skills and experience are valuable. Don’t let the rejections define you. What is one thing you wish companies did better during the hiring process? Which companies are doing great in their hiring process? Let's tag these companies and give positive reinforcement.

Over the past 5 years, I've conducted hundreds of interviews and hired over 30 employees both in New York City and remotely worldwide. Here are three ways I hire the right person 80%+ of the time: 1. One-Strike Policy This one sounds tough, but you need to implement a “one-strike policy.” If someone makes a mistake early in the application process – the time when they’re arguably supposed to be the most diligent – they’re probably not a good fit. Don’t get me wrong, if there's a small typo in an email, that’s probably fine… (Unless you’re hiring for a detail-oriented position like copywriter or executive assistant!) But if they make mistakes in following simple instructions or there are other red flags, that should be a strong indicator that it’s time to move on. 2. Avoid Early Phone Interviews One-on-one phone interviews are the most time-consuming part of hiring. So, skip them! Rather than immediately jumping into a Zoom call with every candidate whose CV looks interesting, do this instead: A) Send a list of interview questions in a Google doc B) Ask them to record a video answering each question C) Have them upload the unedited video to YouTube as an unlisted video This will save you SO much time! From there, you can ask all of the candidates that you like to submit an “application assignment” where you have them complete some tasks similar to the types of work that they’ll be doing for you. P.S. I strongly suggest that you offer compensation for the application assignment. This increases candidate follow-through and shows that you respect their time. 3. Tap into the Global Market If your hiring budget is near the bottom of the market in the U.S., you should STRONGLY consider hiring a remote worker in Latin America or South East Asia. In the U.S., $30K - $60K typically gets you an entry-level employee with little to no experience who will: • Require extensive training • Have a slower ramp-up period to become productive • Contribute less to important projects Not to mention, once you get your new entry-level employee trained and up to speed on your business, you’re going to worry about retention. Now that they have some experience, how long can you keep them before they find another company willing to pay more? It’s not worth the stress! Meanwhile, $30K - $60K is generally "top of market" compensation in Latin America and South East Asia. So, for the same budget, you can hire someone who: • Is well-educated (potentially with multiple degrees) • Has several years of experience (often at top companies) • Requires less training And you won't have to worry as much about retention because you’re giving them top of market compensation! - If you enjoyed reading this and want to see more from me in the future, leave a like and comment on this post, and then send me a connection request. This tells the LinkedIn algorithm to show you my content more often. Your time is your greatest asset, thanks for sharing it with me 🕊

🚨 Philly Job Market Update & Analysis 🚨 It’s 2025—let’s look forward together! Over the last week, I’ve heard from a TON of friends, colleagues, and connections across all sides of the hiring process. Everyone’s feeling the same frustrations. Job seekers are struggling to land roles, and hiring managers can’t find people who stick around. Many people are still searching for a new job, myself included. The WSJ recently reported that “More than 1.6 million professional workers have been unemployed for at least six months.” At the same time, hiring managers are telling me that even when they do hire, retention is a nightmare—new employees often leave within six months. 🤔 Here’s the paradox as I see it: companies are hiring, candidates are applying, but something’s not syncing in today’s market. Traditional hiring methods—endless job descriptions, applicant tracking systems (ATS), and long interview processes—are making both the job search and hiring process exhausting. So, what can we do? Analysis, education, and a willingness to embrace change—not run from it! 🔑 Here’s how we can fix it: 🚫 Stop Relying on ATS/AI Screenings – We’re not robots or machines. Let’s not have our first interactions with applicants or hiring managers facilitated by an algorithm. ✅ Move BEYOND Keyword Filters – Get back to human-driven recruitment and networking. ✅ Rethink Job Descriptions – Make them clear, concise, and relevant—cut the fluff! ✅ Build Personal Connections – Hiring managers should engage proactively, not just post and pray. ✅ Focus on Skills, Not Titles – Look at what candidates can actually do, not just where they’ve been. ✅ Speed Up the Process – Top talent never waits around for a drawn-out hiring cycle. ✅ Enhance the Candidate Experience – Offer real feedback and keep the process transparent. No ghosting from job applicants or hiring managers! 👏 Companies must pivot and INVEST in human-centric communication and interaction. Hire experienced, forward-thinking HR and Talent Acquisition professionals who focus on a referral-first approach. Tap into employee networks before posting externally, and incentivize referrals. Replace multiple early-stage screenings with a simple 30-minute call with the hiring manager. No hiring process should have more than three interviews. 👏 The hiring process is broken, but it doesn’t have to stay that way. The best hires come from real conversations and connections, not algorithms. Let’s lean on each other and collaborate to make 2025 better together! Let me be your advocate—we’ll get through this together. What’s been your biggest frustration with hiring or job searching lately? Reach out, let’s TALK. I’m here to help and listen! 😀 #PhillyHiring #Digital #Interactive #PhillyJobs #CreativeProfessionals #DigitalMarketing #Hiring #Recruiting #JobSearch #TalentStrategy #HR #FutureOfWork

What can you do to make the hiring process more efficient in the future? “Time kills all deals” was a phrase that was drilled into me during my early agency days, reinforcing the importance of maintaining momentum during the hiring process. While some searches take longer due to the level (senior, executive) or scarcity of the skill set, a speedy but optimized process with a committed hiring team can capitalize on that momentum. This month, I worked with a hiring team to make a mid-level tech hire.  Here’s how the hiring team worked together to hire in 14 days: 🔺Job posting launched and kickoff meeting on Day 1 🔺11 applicants screened, yielded from sourcing, job posting, and a referral.   🔺4 candidates moved forward to hiring managers 🔺Standardized process: 3 interviews for each candidate (1 with recruiter, 2 with each hiring manager) 🔺Shorter interview cycles: Hiring managers opened up their schedule to prioritize interviews in a 8 day time span 🔺Efficient feedback loop: Hiring managers provide feedback within hours after each interview 🔺Offer extended and accepted 14 days after kickoff I love working with a hiring team that is motivated, engaged, and dedicated to making a hire.  And while a short time-to-fill benefits the recruitment process, the overall advantage impacts the whole company. ✅ Improves candidate experience (slower hiring signals disorganization or delays can lose quality candidates). ✅ Positive candidate experiences influence employer branding. ✅ Boosts company efficiency.  The sooner the hire can start, the sooner the new hire can contribute. Finding the right balance between an efficient, speedy process and a thorough evaluation can pose a challenge, as some searches will require different assessments and formats. What factors have influenced the efficiency of your hiring process?