By Kevin Roth
In this job market, every company should have two different interview processes. One for the standard full-length process and a second for expedited situations in which the candidate has to move quickly.
While it’s clearly important to do your full diligence on any hire, great candidates are getting swept up too quickly to just have one static approach. Before even starting to interview, sit with everyone involved and design the contingency process in the event that you have to fast track the timeline. Get everyone on board that if you call this “code red”, they need to make themselves available to support the team.
This doesn’t mean you have to sacrifice the quality of your process, only the speed and efficiency of it. By having that plan in place, you’ll be able to react quickly in the event that your star candidate has to make a decision earlier than expected.