One of my clients takes a one-and-done approach to hiring.  They meet one of my recommended candidates for about 30 minutes, and later that day we get an offer for the candidate.

Great, right?  If only all my clients would hire so quickly!

The problem is, their offer rejection rate is higher than any other company I work with.

Why?

There are several factors involved, but one important aspect is the speed of the hiring process.

I’ve often said a speedy hiring process is a good thing.  But if it’s TOO brief it can actually work against you.

Everyone wants to feel special, and if your hiring process is not thorough enough it can make the candidate feel under-valued.  A hiring decision made too quickly can give the impression that you’ll hire just anyone.

Instead of one-and-done, I recommend a two or three step interview process. Be thorough in your candidate screening.  Get some opinions from others in the office.  Give the candidate the opportunity to check out the organization and ask questions.

I understand the frustration many hiring managers in the supply chain sector are feeling. Everyone is busy, there’s no time to interview candidates, and you may just want to get it over with.

But making hiring decisions too quickly can lead to a higher number of offers turned down, and can also lead to a higher turnover rate amongst new hires.

Have you experienced a too-fast hiring process as a jobseeker or as a hiring manager? What suggestions do you have?

Let me know in the comments.