Ease Hiring Requirements to Increase Speed to Hire
The ongoing labor shortage is intensifying the competition for talent. To ensure they meet productivity goals and deadlines, many companies are beginning to reevaluate their hiring practices to get workers to their jobsites more efficiently.
One solution that is catching on is the easing of hiring requirements. The Wall Street Journal recently reported that employers are easing their requirements for education and experience along with reviewing their approach to background checks.
Aerotek Director of Strategic Sales, Quinn Heimann has over a decade of recruiting experience. We spoke with her to learn which hiring requirements her clients are adjusting and why “speed-to-hire” is becoming a primary concern for potential candidates.
What Is Speed-to-Hire?
Speed to hire refers to the time it takes for an employer to move a candidate through the hiring process, from initial application to a signed offer or start date. In today’s competitive labor market, the faster a company can evaluate, select and onboard a qualified candidate, the more likely they are to secure top talent before a competitor does.
Speed to hire is more than just a metric. It directly affects a company’s ability to:
● Fill critical roles before they impact productivity
● Reduce the risk of losing candidates to faster-moving employers
● Improve the overall candidate experience
● Align staffing timelines with production or project needs
For industries facing labor shortages or seasonal demand spikes, optimizing speed to hire can be the difference between meeting business goals and falling behind.
A Candidate’s Market Puts Emphasis on Speed-to-Hire
Employers were beginning to ease hiring requirements prior to the labor shortage, but the trend is gaining traction as the shortage lingers.
Workers currently have plenty of options and companies with antiquated hiring processes are finding themselves at a disadvantage as roles go unfilled, jeopardizing their ability to meet goals and deadlines.
“It's a candidate’s market right now. The candidates that do want to work and are looking for new opportunities, to make a move quickly and aren’t willing to wait long periods of time,” says Heimann.
Speed-to-hire has always been important, but it’s now a critical deciding factor for eager talent seeking quality work and to begin earning quickly.
Heimann points out that there are elements beyond a company’s control that impact their speed-to-hire. Many professionals who typically administer drug tests and physicals are now supporting the fight against COVID-19 by assisting with testing and vaccinations. This realignment in the workforce has slowed the testing and background check process, especially in smaller regions.
How to Reduce Time-to-Hire By Simplifying Your Screening Process
Some testing and background checks are mandatory, but there are measures employers can take to expedite the hiring process.
The loosening of state and local regulations has created new opportunities for companies to expand their talent pool and meet their hiring goals. Many employers have updated their drug testing policy to eliminate THC testing in states where marijuana is legal.
Reducing the timeframe for background and credit checks is another way companies can increase the pool of candidates. Heimann has seen several examples of companies shortening how far back their background and credit checks should go.
Businesses hesitant to alter their drug or background testing policies still have other opportunities to condense their hiring process.
“It’s not just about drug test and physicals. It’s also about recognizing you’re putting a candidate through too many interviews before making your decision,” says Heimann.
When attempting to speed up the onboarding process, outdated internal processes are sometimes easier to change than how a company conducts background checks. Heimann recommends condensing your screening and making it about the candidate and the position that needs to be filled.
“I've worked with clients where they have candidates for a maintenance role take a maintenance test. If the test hasn’t been reviewed internally for five to 10 years is it still relevant and necessary? Does it still give you the information you want?” asks Heimann.
How to Ensure Quality Talent with Eased Requirements
Adjusting hiring requirements doesn’t mean businesses must compromise on candidate quality.
Heimann states that staffing agencies are excellent at ensuring employers are capturing reliable and skilled workers.
“Working with us is a great way to streamline the process of getting great talent because screening candidates is our full-time job,” says Heimann.
Staffing agencies also routinely work with the same contractors. Therefore, they may have recent background checks on file and waiver systems in place that allow talent to start work faster than a company could on its own.
A staffing agency can also help employers optimize their internal hiring processes for the current market conditions.
“We help companies condense the process and to make it about the candidate and the position that needs to be filled rather than relying on older processes that may hinder progress,” says Heimann.
The labor shortage and the trend of easing requirements are both expected to continue into 2022.
Take the next step in increasing your company’s speed-to-hire – contact Aerotek today for help.
Frequently Asked Questions
What does speed to hire mean?
Speed to hire is the total time it takes to move a candidate through your hiring process — from initial contact to offer acceptance or job start. A faster speed to hire improves your chances of securing top talent before competitors do.
Why should companies ease hiring requirements?
Easing hiring requirements, like removing outdated assessments or reducing background check windows, helps employers expand their candidate pool and fill roles faster — especially in a competitive labor market.
Does easing requirements lower candidate quality?
No. With a strategic approach, companies can maintain quality by focusing on role-relevant criteria and working with staffing agencies to screen candidates effectively. It’s about removing unnecessary barriers, not lowering standards.
What hiring requirements can be adjusted or removed?
Common adjustments include:
● Eliminating THC testing where legally allowed
● Reducing the lookback period for background checks
● Removing outdated technical assessments
● Condensing interview rounds
These changes can reduce drop-off and improve hiring speed.
How can staffing agencies help improve speed to hire?
Staffing agencies have existing candidate networks, streamlined screening processes and industry expertise that allow them to place qualified talent faster than many internal teams. They can also help you evaluate and optimize your internal hiring steps.