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Is your hiring process too weak to deliver long-term employee performance? Maybe it's time to rethink your ideal time to hire.Is your hiring process too weak to deliver long-term employee performance? Maybe it’s time to rethink your ideal time to hire.

Time to hire is a critical metric to measure as you aim to bring performers to your team. But is your hiring process exhaustive enough to ensure long-term commitment and performance from every employee?

According to a recent Fast Company article, The 22-Hour Interview: Best Hiring Decision Ever or Total Waste of Time?, applicants hoping for a job at Australian app-developing company Appster should expect to spend around 15 hours “interviewing, testing, and impressing” before getting an offer.

And that’s just the time the candidate spends; the hiring managers at Appster spend an average of 22 hours evaluating potential employees to ensure they hire performers only. Why such an exhaustive hiring process? Companies like Appster aren’t simply after the sharpest hires—they’re looking for exceptional employees who plan to grow roots at the company.

Is Your Hiring Process Rigorous Enough?

Appster’s no-stone-left-unturned hiring process may seem extreme, but in the long run it’ll save you time when you don’t have to replace a bad fit or a poor performer. Check out the breakdown below then let us know how your vetting process stacks up. Are you on track to meet a stringent, performer-only hiring strategy?

  1. Brainstorm your “Dream Candidate.” This initial step is perhaps most important. If you don’t know exactly who you’re looking for, you’re more likely to be swayed in different directions, wasting time.

  2. Review and Weed Out. Sift through all the resumes and applicants that have come in or been sourced. Eliminate any that don’t align with your Dream Candidate profile.

  3. Phone Screen. Have HR or an internal recruiter hop on the phone for an initial assessment of the applicant’s skills, personality, and interest.

  4. Test Competency. Ask candidates to prove their skills and capabilities by having them complete rigorous role-specific assignments.

  5. Half-Day On-Site Interview. Take this opportunity to have potential hires meet the entire team—including coworkers, managers, and executives—and get to know the company culture.

  6. Internal Pow-Wow. Stakeholders meet to discuss the candidate’s strengths and any concerns that popped up.

  7. Second In-Person Interview. This time it’s a three- to five-hour interview with two people, one of whom focuses on body language to assess confidence and comfortability.

  8. Check References. If a candidate is still in the running, check their background exhaustively to ensure you’re getting precisely what they’re selling.

  9. Real-World Assessment. Invite candidates back for a day-in-the-life work experience that will help you determine if they’re a good cultural fit.

  10. Extend offer. Like what you see? Great! It’s likely been four weeks or more, so get that offer out ASAP.

The 10-Step Hiring Plan: Yay or Nay?

If you want a long-term commitment from a top performer, this is the strategic hiring process for you. However, the key to getting real returns on your intensive evaluation investment is ensuring you have a clear profile of what you’re looking for in each candidate (remember step No. 1?)—and sticking to that.

Still need convincing? According to Appster’s cofounder and co-CEO Josiah Humphrey: “The No. 1 reason for our growth is our people, and I would attribute a lot of that to our hiring. It costs a lot more in work and time to have to replace people.”

Read the full Fast Company article here.


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