You realize you have a new need within in a department, so you consult with the HR team and post the position on company job boards. Tons of resumes pour in, and you don’t know where to start. Should you hire that first candidate who made a great impression? Or do you wait and see who else applies? How long does it take to hire? How long should it?

While there’s no one solution that fits everyone, here are a few ways to tackle this complicated issue.

Annual Hiring Cycles Affect How Long It Takes to Hire

Certain times of the year make it easier and faster to hire. For example, many employees find out their pay increases and promotions (or lack of) by January and begin looking for new jobs at that time (on your end, you’ve probably also evaluated your budget and realized you have room for a new hire then too). Additionally, there is typically an influx around New Year’s Eve, potentially inspired by the “new year, new you” inspiration.

In early spring, graduates look for positions around the country, making it a great time to fill those entry-level positions and bring new energy to a team.

Because candidates go on many interviews during the first half of the year, you might want to speed up the hiring process if you find someone you love. However, you also shouldn’t limit your job search exclusively to specific times of the year. Truthfully, great candidates can be found year-round.

How Long Should the Interviewing Process Take?

Statistically, the interview process takes 20-36 days depending on your industry. But don’t be afraid to go outside of those averages. You should be looking for someone who meets your job requirements and has the right attitude and culture fit for the role. A candidate who demonstrates an eagerness to learn and excitement for the role can be trained into the perfect fit, even if he or she is lacking in a few noncritical qualifications.

Impressive candidates won’t be on the job hunt for very long, and many companies miss out on an ideal hire because of timing issues−like budgets that require adjusting or interviewers who wait weeks to respond. If you have a coffee interview with a candidate who deeply impresses you, find a role for him or her as soon as you possibly can.

If you’re not impressed with any candidates, or they sound great on paper but don’t fit with your culture, keep looking. Training the wrong hire will ultimately cost you money if he or she doesn’t stick around for long.

Behind the Scenes of Recruiting

Even when they’re not filling a specific role, recruiters are constantly hunting for great candidates. They’re always looking for prospective hires, so when an ideal job match becomes available, they have someone ready for you to interview. Working with a recruiter is a great way to shorten your hiring timeline from beginning to end. Here’s some information about how recruiters can help you shorten the gap in your team.

Using Their Well-Cultivated Network to Cut Down Time to Hire

Working with a recruiter means you can take advantage of the network she or he is continually building to find people you didn’t know existed. Hiring agencies, have a pool of temporary employees looking for permanent positions to choose from when screening. These candidates have proven their work ethic to both the recruiter and the teams they’ve worked with in the past, so you can have a better assurance that the person you’re hiring will live up to the hype of his or her resume.

Finding Interested Candidates

Recruiters also have experience reading between the lines of a LinkedIn profile to determine if someone might be looking for a new opportunity. They know the current job positions that would make a good transition into the role for which you’re hiring and can connect cross-over industry skills you might not consider.

Find the Right Fit, Not Just the “Right Now” Fit

While statistics and seasonality have their place, the reality is that hiring and training take time. Turnover in a position ends up costing you more money than waiting to fill the role correctly. If you hire someone that doesn’t work well for your culture, then you might end up with a less productive team and a depleted budget.

Take the time necessary to find the right fit for your company. Don’t rush into making an offer because a candidate is available, but don’t hesitate if you find a great person the first week. Another company could pick up that hire, and you’ll miss out.

When you’re looking to outsource your hiring, don’t make a decision solely based on the agency’s time to hire. Utilize our network and screening services to find the best person in the best time. We are your IT hiring experts, and we’re ready to help you build a team of qualified, excited employees.

Think Forward with Your Next Hire

Contact an ADAPTURE Talent Architect to get started today.

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