5 Ways to Make the Process of Hiring Easier

Tammy Cohen, PHR, SHRM-CP

December 15 2021

Every business has wondered it: How can I recruit better? Every time a position opens, the hiring process begins – for some, it can be time consuming and arduous. The longer the job remains unfilled, the more workflow suffers and the harder it will be for the new hire to catch up. If a company chooses the wrong applicant, the job could be vacant again soon, which costs time and money. What could make the process of hiring easier? These five steps will make a difference.


How to Make the Process of Hiring Easier

1. Organize and Analyze

Although each position within the company is unique, there should be a standardized process for every hire. If you don’t have a written, step-by-step hiring procedure, create one. Some questions to consider:

  • Who will write the job description? 
  • Where will you find applicants? 
  • What prescreening process should you use?
  • What background check services will you require, and what vendor will you use?
  • What level of education will be required? 
  • Will you check references?
  • Who will interview candidates?

An essential part of your plan should be setting time limits for each step. Keep to a schedule. Deadlines reduce lags and can be used to limit the number of candidates who qualify for final interviews.

If you already have a system in place, analyze it. Consider the questions above and look for snags that regularly occur. Do you have to reschedule interviews because the hiring manager is too busy? Does writing the job description hold you up? How fast is your background check company? Do you end up with too many qualified candidates or too few? Do you need to add more job sites? By examining what’s happened in the past, you can improve the process in the future.

2. Write an Accurate and Effective Job Description

Make sure your position title is clear and contains keywords candidates will understand. Assign someone to finalize the job description but get input about what hard and soft skills are needed. You might get suggestions from the outgoing worker during exit interviews. The department manager knows a lot about what skills are required, but you might also talk to coworkers and even upper management if possible. Anyone who has a say in who gets hired should be consulted to avoid debate when it’s time to select a new hire. 


The more accurate the job description and requirements are, the better applicants will fit, but don’t ask for the moon and the stars. Depending on the job level, the job listing could include “must-have” skills and experience requirements with other desirable skills listed separately. Keep in mind that a great candidate might hesitate to apply over a minor and learnable skill.

3. Establish Prescreening Procedures

If you’re wondering “how can I recruit better?” then consider prescreening. Prescreening with questionnaires or phone meetings will prevent wasting time interviewing people who don’t qualify. Pre-interview questions can gather information candidates didn’t list on their resumes. They can also reduce the amount of time you spend in later interviews.


Creating standardized questions for all candidates to answer on the phone or online can save time and effort. Include questions that confirm their qualifications and others to ensure the applicant will be happy in your company culture. Limit the prescreening to either 15-20 minutes on the phone or 20-30 minutes online.

4. Interview Intelligently

Decide who should interview the applicants. If you think more than one person should be involved, line up people to do a panel interview to reduce the time frame and avoid question duplication. If you have trouble scheduling interviews because of busy schedules, you might consider establishing a pool of interviewers for some positions.


To find the best candidate, each interview should follow a set pattern. Questions should be standardized and preplanned. Ask all candidates the same questions and include behavioral and practical questions about critical skills and job requirements. Get complete, in-depth answers. If someone gives a generic answer, follow up until you get the information you want. Watch for and explore red flags thoroughly. If someone criticizes a former employer, for example, investigate further.


Don’t oversell the job to convince a good candidate to sign on. Be honest about what they will be doing, advancement potential, overtime requirements, etc. Painting a rosy picture for a challenging job won’t mean the wrong candidate will stay longer. Pick a person who will do the job well and enjoy it.

5. Automate

An excellent way to streamline the hiring process is to automate anything you can. Investing in technology like applicant tracking systems, prescreening questionnaires, personality testing, and background checks keeps the hiring process moving seamlessly. 


Online questionnaires help prescreen candidates, and thousands of companies subscribe to psychometric testing systems. Test results provide employers with personality profiling which helps find the best candidates for different work environments and requirements.


There are applicant tracking systems to fit into most budgets. They can distribute job descriptions to chosen career websites, screen candidates, and contact potential candidates from various job boards. Some programs can even search respondents for specific keywords or qualifications. Here’s what to look for in an applicant tracking system.


Integrating your employee background checks and applicant tracking system further streamlines your process. Clearly defining what checks you require and automating appropriate checks for each candidate through an experience background screening provider like InfoMart reduces time-to-hire. InfoMart can quickly and accurately check an applicant’s work history, educational credentials, and criminal record to ensure you get the right employees.  


Streamlining the hiring process can improve your recruiting productivity and save your organization thousands of dollars. Understanding existing inefficiencies and finding solutions will make your hiring process efficient.

About Tammy Cohen

Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record.

About InfoMart

InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit, follow @InfoMartUSA, or call (770) 984-2727.

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