Hiring Friction Component
Process & Timing
Process and timing relates to how efficient and effective your recruitment process is at managing candidates through the stages of screening, assessment, and selection.
A good recruitment process is an essential part of achieving your hiring goals. How many people are involved in the process, and at what times? How long are candidates waiting between stages?
Too many interviews, or long waits between interview stages results in poor candidate experience, which can lead to candidates forming a negative opinion about your organization or accepting another role elsewhere.
Additionally, the slower or more inefficient you are when hiring, the longer roles go unfilled and the more it can negatively impact your business performance. Imagine the impact a high-performing salesperson can make on your revenue in just a quarter, for example—or the amount you’d stand to lose if you were slow to make that hire.
Some organizations have legacy processes, for example, requiring a C-Suite executive to give final approval on all offers—even if they weren’t involved in the interview process. This type of bottleneck delays the offer process, creating a gap where other, more efficient employers can act quickly and close promising candidates.
When your process and timing is low friction, this doesn’t necessarily mean that you need to take the same approach with every candidate—many companies will choose to have multiple different recruitment processes, or a dynamic process that leads to a different path, for example, between active and passive candidates. With low friction process and timing, you have a framework that can be applied consistently and customized as necessary.
When process and timing is high friction, it’s cumbersome, manual, and unpredictable, and there are frequent bottlenecks causing delays.
Talent Acquisition Diagnostic assessment
Take the Hiring Friction assessment to benchmark the performance of your recruitment function using the components of the Hiring Friction Maturity Matrix.
Previous Hiring Friction Component
Next Hiring Friction Component
Are roles in the hiring process clearly defined and allocated to individuals with the right expertise?