Too often I see scarce skills lost to clients as their interview process is too lengthy.
Here is a good checklist for employers looking to secure scarce skills.
1. Clarify Role Requirements Early
* Define must-have vs. nice-to-have skills
* Align with stakeholders on minimum viable fit
* Avoid holding out for the “perfect candidate”
2. Streamline Interview Stages
* Limit interviews to 2–3 rounds maximum
* Combine interviews and assessments where possible
* Pre-schedule time slots for faster turnaround
3. Move Fast with Candidate Engagement
* Respond to applications within 24–48 hours
* Schedule interviews within 2–3 days of interest
* Conduct initial screens quickly to maintain momentum
4. Empower Hiring Teams
* Give hiring managers authority to act within guidelines
* Reduce dependency on slow approval chains
* Set clear decision-making timelines
5. Sell the Opportunity Proactively
* Emphasise growth, impact, culture, and flexibility
* Tailor messaging to the candidate’s interests
* Make every step feel like a positive experience
6. Communicate Transparently
* Keep candidates updated between stages
* Use calls or messaging tools to stay connected
* Be honest about timelines and expectations
7. Prepare Offers in Parallel
* Draft offer details during final interview stage
* Know salary limits and negotiable items upfront
* Be ready to make an offer within 24 hours of decision
8. Build Your Talent Bench
* Maintain relationships with passive candidates
* Use referrals and networks continuously
* Pre-vet talent for upcoming needs
Tip: Speed should never sacrifice candidate experience – but indecision costs talent.
Act with urgency and intention.
Manager, Contracting Services
