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How Long Does the Hiring Process Take?

hiring process

Hiring new talent to join your team is a complex process, and it might take some time to consider the right candidates. Of course, evaluating all of the candidates’ strengths and weaknesses is critical, which is why most tech groups interview candidates and then give their feedback far later. Eventually, this process makes recruitment highly inefficient. So, how long should the hiring process take? The simple answer is that the shorter it is the better. For a more detailed guideline on how to make the process short, one has to consider the particular factors listed below.

Time your hiring period

So, how long does the hiring process take? It depends on numerous factors and the number of positions that need to be filled. If the company looks to fill just one position, the hiring process can take less than a week. But how long should the hiring process take if the company needs to fill several or even multiple positions? Well, in such cases, it might even be a continuous recruiting process  from 2019 to 2020 and so forth.

In case the company needs to fill just one or several positions, the answer to how long the hiring process takes becomes easier to figure out. Time input is valuable, but the companies need to be fast because others can dry out the local talent pool. But how long does the hiring process take when the hirer is in a rush? In this case, the hirer can just approve every candidate, but the problem with this zero-rejection rate is that the company might hire too many ill-suited candidates.

A long hiring process is never a good thing, so from the moment the first people interviews are filled to the moment interview reviews are posted by the recruiters, there has to be a window of no more than a week. The companies also need to come up with proper reports and interview questions, but it is best to do so beforehand so that the candidates do not wonder: “Why is this process taking so long?

hiring process timeline

Here is a list of practices to shorten the hiring process:

Scan Domestic Talent Pool First

Prior to starting the actual process of talent acquisition, most hiring managers scan the available talent pool to find out whether there are enough domestic job seekers out there. In case the local talent pool is full of potential employees, a well-designed social media campaign might help in creating the desired level of interest.

Being a desirable employment destination is critical for any company because people want to work for a reputable business. That is why creating a positive employer brand is a continuous process that prefaces the actual hiring process. So establishing a reputable brand first will save time in the long run when hiring new talent.

Beware of Other Hirers Around

Remember that at all times, when launching a recruiting process in the tech industry, there are other companies that might be looking for employees in the area at the same time, so there’s no time to lose. When considering the frame for the recruiting cycle time, tech companies often make the mistake of believing that they are the only desirable employment option in the area. That is not always the case, as there might be several other employers around looking for the same kind of employees.

People who have interviewed candidates at some point know that sometimes they might be as picky as the companies they apply for. This means that the hirer is not the only one making a choice; the candidates are also choosing between different companies. The recruiting process is not only picking the best candidates, but also making sure the best candidates come to the interview in the first place.

The candidates, especially good ones, would also think twice before even applying for the job. They browse companies by job locations, go through the position reviews posted anonymously by people who worked for the company before, and make their decision based on these reviews. That is why you recruiting strategy must account for the candidate’s variety of choices as well.

Make Your Decision

After the recruiters go through the reports and interview questions, they can also ask for the feedback given anonymously that tech specialists would later analyze. There is no need to delete responses or cancel any data collection because it might be helpful. But how long does it take to make a hiring decision? If the company goes through a long interview process and the tech programmer interview schedule is tight, it might become challenging to choose the most beneficial option.

Therefore, the right thing to do is to create a clear job description and know who to look for. In case there are problems in defining how long the average job interview is or how to make it faster, addressing it will help speed up the process. If the potential employees do not know how to ask the employer to speed up the hiring process, they can get disappointed and just leave for another company. So the employers should train to run interviews faster and improve the hiring committee, which might be the best choice for inexperienced hirers.

In any case, the hiring process can be quite long, but there are ways to speed it up. In fact, this process should be short in order to avoid talent loss and project delays.


Average rating 4.8 / 5. Votes: 33

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Written by

Natalia Boyarskaya

Starting from 2012, Nataly is working as a recruiter in the IT industry and helps companies from the US and Western Europe to staff their teams with highly skilled professionals from Eastern Europe.

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    Comments (7)

    • Douglas Smith

      I would rephrase the passage of bewaring other hirers. With the leader mindset you as a company that searches for a candidate needs to know the benefits of competitors to offer better conditions. And I am not talking about higher bonuses and other stuff. Just knowing that you will work in a friendly environment with transparent management means a lot.

    • Phebe Kelly

      Precise vacancy descriptions are clear win. It can be really frustrating when you check all the requirements and in the interview it appears that the level of skill set required for work is much lower than in the description, so is your salary. So do a better job, write relevant requirements

    • Monte Shepard

      I’m afraid that waiting for 10 weeks without any guarantees that you will receive an offer is not acceptable. Making this process so long may scare away good candidates, and moreover the chances are high that your competitors will hunt qualified specialists faster.

    • Wilfred Claunch

      Social networking is also good in this situation. If you have a friend that can recommend you his or her friend who perfectly suits the position, it will be more significant than formal things such as scanning the CV, etc.

      • Ida Bowers

        I would agree to go on the local market first and concerning hiring by friend’s recommendation, it’s not reliable as someone can be a good friend but not a good specialist. So undergoing all the stages is a must for me when I am searching for a person to join my team.

        • Wilfred Claunch

          Look, I don’t say that you can hire someone who is a friend of your friend just because of this fact. What I mean here that once you received a positive feedback for a person whom you can trust, it would be logical for me to skip the checking the CV and test what a person is capable of saving time for the HR department on soft skills interview, filtering and other time consuming work.

    • Brad Lanning

      It all depends on the time pressure. If you need someone right away, some of the steps of hiring can be omitted. Usually, on the technical interview you can see whether the person is reliable and can be a team player or it’s better to avoid them


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