Why Does Hiring Take So Long? How to Speed Up the Process Without Sacrificing Quality

Studies show that the hiring process often takes longer than expected, which can create significant challenges for organisations striving to secure top talent in a competitive job market:

The average time to fill a position is 44 days (SHRM), which can vary greatly depending on the industry and role. This duration can feel even longer for hiring managers and candidates alike, particularly when the urgency to fill a position is high.

57% of job seekers lose interest if the hiring process takes too long (Robert Half), highlighting the importance of maintaining candidate engagement throughout the recruitment journey.

60% of candidates accept other offers before a decision is made (Glassdoor), underscoring the competitive landscape in which companies operate and the need for a swift and efficient hiring process.

When hiring managers take too long to move candidates through the process, top talent moves on—and businesses are left scrambling to restart their search, often resulting in lost productivity and increased costs associated with prolonged vacancies.

What Causes Hiring Delays?

Several factors contribute to slow hiring processes, including:

Unclear Job Requirements

Many hiring processes start without a well-defined job description and competency framework. Without a clear understanding of what’s needed for success in the role, hiring teams may struggle to align on the right candidate profile, causing delays and indecision. This lack of clarity can lead to miscommunication among stakeholders, resulting in candidates being evaluated against vague or conflicting criteria.

Too Many Interview Rounds

While assessing candidates thoroughly is essential, excessive interview rounds can make the process inefficient. When multiple team members, executives, or stakeholders need to provide input, scheduling conflicts can drag the timeline out unnecessarily. Each additional round not only extends the timeline but can also lead to candidate fatigue, making it more likely that top candidates will withdraw their applications in favor of more streamlined opportunities.

Lack of Structured Decision-Making

Hiring managers often rely on gut feelings instead of clear evaluation criteria when choosing candidates. Without an objective scoring system, decision-making becomes inconsistent, leading to longer deliberation periods and delayed offers. The absence of a structured approach can also create biases that adversely affect the selection process, making it crucial for organisations to implement standardised evaluation methods.

Slow Communication & Feedback Loops

One of the biggest bottlenecks in hiring is delayed communication—both internally and with candidates. When hiring teams fail to provide timely feedback, candidates become disengaged, and the process slows down. This lack of communication can result in candidates feeling undervalued, which can damage the employer's brand and deter future applicants.

How to Speed Up Hiring Without Sacrificing Quality

Hiring faster doesn’t mean rushing decisions—it means being intentional and structured in your approach. Here’s how you can make smarter, faster hiring decisions:

Define Key Competencies Upfront

Before posting a job, clearly outline the skills, behaviours, and experience required for success. This helps you:

• Write a more targeted job description that attracts suitable candidates

• Avoid misalignment between hiring stakeholders, ensuring everyone is on the same page

• Evaluate candidates more efficiently, allowing for quicker decision-making and reducing the overall time-to-hire.

Streamline the Interview Process

• Limit interview rounds to essential decision-makers only, which minimizes scheduling conflicts and expedites the process.

• Use structured interview questions to ensure consistency across interviews, making it easier to compare candidates fairly.

• Assign clear evaluation criteria to make decisions faster, enabling the team to reach a consensus more effectively and reducing the time spent in deliberation.

Set a Hiring Timeline and Stick to It

Establish a realistic but efficient hiring timeline, including deadlines for:

• Reviewing applications, which helps keep the process moving forward

• Conducting interviews, ensuring that candidates are assessed promptly

• Making an offer, allowing you to secure top talent before they explore other opportunities.

When everyone on the hiring team is aligned on timelines and expectations, you reduce unnecessary delays and create a more positive experience for candidates.

Invest in Hiring Best Practices

Understanding structured hiring strategies can significantly reduce time-to-hire while improving quality. That’s why many companies are turning to hiring training programs to ensure their managers are equipped with the right skills. These programs often cover a range of topics, from crafting effective job descriptions to implementing best practices in interviewing and evaluation.

At Manabu Academy, we help hiring managers build high-performing teams with structured, proven hiring techniques. Our Hiring Masterclass covers everything from defining competencies to structured interviewing—so you can make smarter, faster, and better hiring decisions that align with your organisation's goals.

Want to optimise your hiring process?

Explore our Hiring Masterclass and start hiring smarter today. By investing in your hiring process, you can ensure that you attract and retain the best talent while minimising delays and inefficiencies.