1. Top Candidates Move Quickly

When candidates are actively looking, they’re moving with urgency. If your process takes weeks:

• They’ve likely accepted another offer
• Or they’ve disengaged entirely

You may still be mid-interview when they’re already starting a new job elsewhere.

2. It Reflects Poorly on Your Company

Your hiring process is a window into how your business operates.

A slow, disorganised experience makes candidates wonder:

• Is this how decisions are always made here?
• Is the team aligned?
• Will I be supported or left waiting?

Even if you’re an excellent employer, your process is speaking louder than your pitch.

3. You Waste Time, Resources and Productivity

A delayed hire isn’t just a missed opportunity – it has knock-on effects:

• Pressure builds on your existing team
• Projects get delayed
• You burn time and energy if your preferred candidate drops out late in the process and you need to start the process all over again

That’s hours of effort gone, with nothing to show for it.

What’s Slowing You Down?

Let’s look at what typically stalls the process – and what to do about it.

Too Many Interview Rounds

Fix it:

• Limit to 2-3 stages
• Combine stages where possible (plan a coffee with a couple of stakeholders that you’d like input from)
• Use panel interviews to streamline feedback. This will combine stages, and provide you with enough opinions to make a decision (eliminating the need for too many stages)

Waiting for Everyone’s Input

Fix it:

• Appoint a clear decision-maker (ideally, a direct line manager)
• Set internal deadlines to make a decision (e.g. 48 hours post-interview)
• Make fast follow-up the default. Even if you are still wanting to interview other candidates, communication is key. Be upfront and honest. 

Lack of Role Clarity

Fix it:

• Define what success looks like in the first 90 days (is it getting familiar with process, is it a product launch?)
• Be clear on must-haves vs trainable skills (There’s a difference between for potential or experience?)
• Share real examples from your team. Or, you could even introduce a team member who they’d be working alongside.

Poor Candidate Communication

Fix it:

• Automate key touchpoints (e.g. application received, next steps). If you don’t have time to do it, automate it. Or, use a recruiter who will cover this for you.
• Provide timelines upfront (don’t hand out false promises on when you will be able to make a decision)
• Keep communication warm, clear and consistent (open up the opportunity for the candidate to be honest with you, whether they’re interviewing elsewhere)

The Hidden Time Cost of DIY Hiring

Hiring someone well takes more time than most realise – often 40–60 hours per role.

That includes:

• Writing job ads
• Reviewing and screening applications
• Phone interviews
• Scheduling and logistics
• Candidate communication and updates
• Reference checks and offer negotiation

Now imagine trying to do all of that while also doing your actual job.

It’s not just unrealistic, it puts your business at risk.

The longer things drag out, the more likely candidates disengage, accept other roles, or slip through entirely due to lack of follow-up or timely care.

You have to think: What is my time actually worth compared with using a specialist recruiter?

It’s Okay to Ask for Help – That’s Why Recruiters Exist

You don’t need to do it all.

Recruiters exist because hiring takes time, effort, and expertise and most busy leaders don’t have the capacity to give it the attention it needs.

A great recruiter will:

• Understand your brief quickly
• Manage candidate care from first contact to offer
• Save you 40+ hours of admin
• Help you move fast without sacrificing quality
• Protect your brand in the process

Working with a recruiter isn’t a shortcut, it’s a smart investment in getting the right outcome, faster.

How to Speed Up Hiring Without Sacrificing Quality

Five ways to take control of your hiring process today:

• Block time in your calendar before you post the job
  Treat interviews like client meetings – plan for them.
  
  
• Use scorecards to structure interviews
  Ensure consistent evaluation and reduce back-and-forth.
  
  
• Pre-book reference check time
  Don’t wait until the offer stage to scramble.
  
  
• Keep a shortlist of warm candidates
  Past applicants or silver medalists can save time later.
  
  
• Engage a recruiter early
  They’ll handle the heavy lifting – and help you make faster, more confident decisions.
  
  

How TalentVine Can Help You Hire Faster

TalentVine helps growing businesses move quickly, without cutting corners.

• Connect with vetted, high-performing recruiters with no commitment to proceed
  
• Compare fees, placement guarantees and recruiter performance
• Post your role and get matched with experts in your industry

All recruiters on our platform offer replacement guarantees, sometimes up to 12 months, so if a candidate doesn’t work out, you’re not left starting from scratch.

Hiring Slowly Costs More Than You Think

If you’re losing candidates, dragging out the hiring process is probably why.

The best talent won’t wait.

And when you’re already time-poor, trying to do it all yourself often makes things worse – not better.

You don’t need to rush decisions. 

But you do need to be prepared, aligned, and ready to move.

And you don’t need to do it alone.

Need help speeding up your next hire?

Post your role on TalentVine and get matched with a recruiter who can help you find the right candidate, before someone else does.