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Most common bottlenecks in the hiring process and how to solve them

The personnel selection process is not easy, and we are used to it not being too fast. But things get even more complicated when they appear bottleneck, since it slows down the progress of candidates within the selection phases, causing the company to take longer than expected to hire a new employee.

There is no single bottleneck. It is important to know their origin to know how to deal with each of them. Let's see which are the most common that we can find.

Table of Contents

What are bottlenecks?

In a simple way we can define the bottleneck as a element that jumps in the middle of a process and interrupts it or makes it go much slower. It can appear in the hiring phase, as well as in any other process of the company, such as production.

Its causes will be different in each case, but the effects are quite similar. Because the business ends up wasting time and money.

Focusing on the contracting process, bottlenecks produce inefficiencies that will lead to difficult to find the right candidate. For example, causing the candidates that present themselves not to adapt to the profile sought, or that the number of applications received is so high that it is difficult to manage them all.

Situations that give rise to bottlenecks in the recruitment process

Apply a decentralized contracting system

Instead of leaving the recruitment task in the hands of the Human Resources team, the company is committed to each department is nurtured by professionals in the way that best deems.

The absence of a joint recruitment strategy can lead to multiple problems such as:

Manual selection of candidates as one of the causes of bottlenecks

Companies that continue to carry out the recruitment process in the old fashioned way take a long time to find the right candidate for the position. This can cause that, when they decide on a person, he is already working elsewhere.

Manual resume screening is a long and tedious process that generates bottlenecks, preventing progress in the selection. Hence, many organizations are already relying on state-of-the-art technology to carry out this task in an automated way.

Have an internal management with a lot of bureaucracy

Sometimes it happens that the problem itself is not in the selection process, but in the internal processing of the departments.

For example, if after each interview the recruiter has to fill out complex reports and send them to his boss, the whole process will slow down. In this sense, simplifying internal processing can help everything flow more naturally.

How to avoid bottlenecks in the selection process

Share the job offer in the appropriate channels

One of the problems that recruiters encounter is that they either have too many profiles that do not fit to be evaluated, or too few. This can be caused by an error as frequent as not having chosen the place or places where the job offer is published well.

Although it is true that many job seekers have open profiles on different specialized platforms and professional social networks such as LinkedIn, posting the job offer only on one channel means losing a good number of candidates.

Now, if our HR staff have to work with resumes received from many different platforms, their job becomes much more complicated.

What can be done in these cases is post only on three or four channels. pero that are the most appropriate to be able to find the profile sought in them. One has to be where the candidate is.

For example, if we are looking for a very professional and experienced profile, we can use media such as LinkedIn. Whereas, if we need a low-skilled employee, we can use platforms like Buscojobs.

Define the job offer well as a way to avoid bottlenecks

It is often said that a 70% of the CVs that companies receive for each job offered are not adapted to what they need.

Actually, this is not the fault of the job seekers, but of the wording that has been given to the job offer. Ads are often so vague and concise that a large number of candidates feel they fit the profile. This is due to the use of generic expressions of the type "we are looking for proactive people".

A good job offer should Define specifically what you are looking forboth in terms of hard skills and soft skills. Instead of “we are looking for proactive people”, we are going to explain what kind of proactivity our company wants in whoever occupies the vacant position.

A well-defined job offer it helps the candidates themselves to screen themselves. The result is that the number of resumes received is lower but, in return, the profiles of those interested in the position are better adapted to what the organization needs at that time.

Another way to contribute to a quick screening of candidates is to make use of the killer questions or filter questions already in the first phase of the selection. We can ask those interested if they are available to work on weekends or to travel, if they have managed work teams, etc.

Good communication between departments

Correctly defining the job offer is complicated if good communication has not previously been established between the Human Resources department and the department that is looking for a new employee.

The latter is primarily responsible for define what you need, and you should do it at first. Because, the fact that this department later provides ancillary information, when the announcements are already published, will give rise to a totally inefficient process and it will be necessary to start over from scratch.

Keep interviews short and to the point as a way to avoid bottlenecks

Job interviews, as they have been configured until now, really contribute very little to the evaluation process. Because much of the information ends up being lost along the way. This puts recruiters in a situation where they don't quite know which candidates to take to the next stage of the process, thus creating a bottleneck. 

One of the ways to prevent this from happening is by simplifying the interview process. creating a script with key issues which are the ones the interviewer is going to stick to. This way we keep the conversation focused and make sure we get the information we really need.

Also, keep in mind that the availability of candidates can be a problem. So that this does not cause delays, it is a good idea to create a flex calendar and try to adjust the appointments as much as possible. For this, the interview is even used by video call if it is not feasible for the person to be interviewed to travel on the dates that have been proposed.

Establish a simple reporting system

We've seen before that too much internal bureaucracy can slow down the hiring process. If we have already simplified the screening of resumes and even interviews, the next step is to make internal processing easier.

Instead of long and complex reports, those responsible for the selection will prepare simple reports in which they will collect the basic information of each candidate. This I They will be shared immediately with the rest of the team and with superiors.

It is enough to create a kind of small questionnaire that the employee can quickly fill in with the information that he has obtained from the resume and from the interview. The objective is that, at a single glance at that document, we can already know if we are facing a candidate who must continue in the selection process.

An important question about bottlenecks

The presence of bottlenecks within the selection shows us that There are weak points within the organization. Also, that not all applied processes work as well as one would expect from them.

Therefore, when we detect that there is one of those factors that slow down the selection and hiring process, we must look for the cause which is generating it. If we work on the root of the problem, we manage to prevent the situation from repeating itself in the future.

It may happen that the solution to that bottleneck is not quick, but what interests us in any case is that it be effective. It may take longer to fix it now, but once we do, we can be sure that it will not appear again in the future. On the contrary, if we give it a quick fix, we may end up discovering that it was ineffective.

Like any improvement in the internal processes of the company, the possible solutions to the bottlenecks must be well thought out, put into practice, and their consequences must be analysed. The result will be a much faster and more efficient hiring process.

Hirint allows you to evaluate your candidates in the early stages of the selection process, reducing bottlenecks. Book a meeting with us here

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