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Transcript

Winning the Speed Game in Hiring · The Science of Leading

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  Hey everyone-welcome back to The Science of Leading.
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  I'm Claire Monroe,
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  and I'm here with Edwin Carrington.
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  Today's topic... honestly,
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  this one hits home for a lot of people.
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  We're talking about why hiring
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  takes so long-and what it's really costing companies.
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  Like,
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  Edwin... don't you think this is one of those things everyone has a story
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  about?
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  Absolutely, Claire.
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  And it's more than just annoying.
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  In today's market,
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  being slow?
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  That's how you lose.
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  The best candidates-they're not waiting
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  around for your approvals or back-to-back interviews.
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  If your process drags,
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  your competitors will grab that talent before you even hit round two.
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  Yeah,
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  I mean... I've been there.
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  My first job hunt after college?
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  I waited,
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  like... almost three weeks just to hear back after my first interview.
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  And
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  by the time they finally called me-yeah,
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  I'd already taken another offer.
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  It kinda felt like... I don't know... they
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  just weren't that interested, you know?
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  That's a textbook example.
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  And honestly?
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  It's still happening.
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  I've worked with companies who lost amazing candidates-just
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  because someone hadn't signed off yet.
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  Or worse... they're still rewording
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  the job description mid-process.
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  Those internal hold-ups?
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  They're like... silent killers when it comes to hiring.
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  So it's not just,
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  like, "oops-we're being slow."It's every extra day that makes you more
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  likely to lose someone.
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  And sometimes it's not even on purpose,
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  right?
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  It just... kind of spirals.
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  Exactly.
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  Sometimes it's red tape.
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  Sometimes it's just no one really knows who's
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  doing what.
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  But either way-the result's the same.
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  You lose your edge.
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  And
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  when everyone's scrambling for the same top people... that edge really matters.
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  Alright-so
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  let's get into what actually helps.
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  Because I keep hearing stuff about
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  automation and structured interviews and... honestly,
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  I don't always know what's real and what's just,
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  like, the latest buzzword.
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  Does that stuff actually make a difference?
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  It
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  does.
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  Tools like a solid ATS-applicant tracking system-can take over the
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  boring stuff.
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  Scheduling, screening resumes,
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  that first "thanks for applying" message.
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  All of that eats up time if
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  a human's doing it.
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  With automation?
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  Your team gets to focus on what really
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  matters-figuring out if someone's the right fit.
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  And structured interviews?
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  Huge.
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  They cut down on bias, they keep everyone aligned... and they move
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  things along faster.
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  Yeah, that makes sense.
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  And I guess if you don't even
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  have a clear job description...you're just kinda winging it,
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  right?
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  Which totally slows everything down.
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  Right again.
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  A clear,
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  specific job description is like-it's your roadmap.
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  It tells everyone
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  what the role actually needs.
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  And when you layer in something like behavioral
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  screening-or even better, science-backed assessments like OAD's-you're
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  filtering for fit before the interview even happens.
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  That saves a ton of
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  time.
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  Have you seen that actually work?
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  Like,
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  in real life-not just in theory?
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  Definitely.
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  I worked with a client who
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  had a six-week hiring process.
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  Six weeks!
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  We brought in automation for scheduling,
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  added structured interviews, used OAD assessments.
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  Within a few months-they
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  cut that down by about forty percent.
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  And here's the kicker...the people
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  they hired?
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  Actually fit better.
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  Because the process was tighter-more focused.
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  Wow.
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  That's super impressive.
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  But-okay-what about the flip side?
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  Is there a
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  danger in, like, moving too fast?
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  Do some companies just... rush and end
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  up with the wrong person?
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  Fair question.
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  Speed for its own sake?
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  Not the goal.
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  The real goal is-cut the waste,
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  not the quality.
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  When you're clear on what you need,
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  and you let data help you decide...you can move fast and still hire right.
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  Okay-so
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  you've got the tools.
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  You've got the process.
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  But how do you get,
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  like, everyone on board?
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  Because honestly?
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  It feels like half the delays
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  come from just... waiting on sign-offs or people to agree on stuff.
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  You're
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  not imagining that.
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  Alignment is everything.
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  If the team's not on the same
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  page from the start-you're gonna hit friction.
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  The best companies?
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  They
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  set clear expectations up front.
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  And they use data to keep everyone grounded.
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  If
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  you can show that assessments lead to better hires...suddenly,
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  the buy-in gets a lot easier.
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  Yeah,
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  but... why do some leaders still push back?
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  Even when the numbers are there?
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  Great
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  question.
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  Part of it?
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  Just habit.
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  People trust what they know.
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  And some leaders-especially the
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  old-school ones-they're worried automation's gonna make hiring feel...
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  robotic.
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  But
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  here's the truth:Those tools?
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  They actually give you more time for the
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  human side.
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  More time to build trust,
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  to ask the right questions, to really understand if it's a fit.
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  Change
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  is tough...but the teams that embrace it?
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  They're the ones winning the talent
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  game.
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  Yeah, that makes sense.
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  Like... use the science to make smarter decisions-not
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  just faster ones.
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  And honestly?
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  As a candidate,
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  I'd so rather have a process that's clear and fast than be stuck waiting
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  around for weeks.
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  Exactly.
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  A fast,
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  thoughtful process helps everyone.
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  And over time?
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  That becomes your reputation.
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  And
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  that-that's a serious competitive edge.
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  Yeah-and hey,
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  if you're listening and wondering how to actually put this stuff into
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  practice...you should totally check out what the team at OAD is doing.
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  Like,
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  the assessments Edwin mentioned?
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  They're not just theory-they're already
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  helping tons of companies streamline hiring without losing that human
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  touch.
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  That's right.
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  If you want to see how it works-or just get a feel
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  for what tools might help your team move faster-you can book a free demo
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  at oad dot ai.
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  That's O-A-D-DOT-A_I Super simple.
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  No pressure.
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  Thanks, Edwin.
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  And thanks to all of you for listening.
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  We'll
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  be back soon with more on The Science of Leading.
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  Take care, and see you next time.
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  Goodbye,
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  everyone.