/ Asked by Mike
What is the typical hiring process? What can I expect after I've sent in my resume and you want to interview me? How long does this process usually take - from when you read my resume to when I walk through the doors on my first day?
Answered by Deanna, Hiring Expert at IBM Corporation, on Wednesday, July 2, 2014
As you've probably guessed, "typical" can vary by company, but I think it is safe in stating that most companies will have a strong interest, shared with the candidate, in completing the process as quickly as possible.  So that same interest in efficiency and speed would apply to each step within the process - i.e. setting up the interview(s), extending offer, preparing for first day, etc. 

Within each step though, circumstances can impact time to completion.  For example, in interviewing phase, schedules must be coordinated - both yours and the interviewer(s).  Travel may be required, so time to arrange travel may be a component in some circumstances but not others.  Companies, and even positions within a company, can vary on the number of interviews needed - and if multiple interviews are required, this of course adds time within the process.

Another example is regarding start dates.  If you're a student for example, the start date may be months away after graduation.  A shorter time period (such as two weeks) may be the desired time if you are able to start right away.

Since there are various circumstances that can impact the time, I would recommend asking the recruiting representative what your expectations should be around interviews, desired start date, etc.  This will give an indication of if the company's approach matches your needs, and you can then know better how to gauge the process.
Answered by Dana, Hiring Expert at ManpowerGroup, on Thursday, July 3, 2014
I love that you asked this! I agree with Deanna, in that hiring processes (and corresponding timelines) can vary radically from one position to another, and from one company to another. However, it’s generally in everyone’s best interests to get to the finish line as efficiently and effectively as possible.

There are a number of factors which can affect the duration of the selection process, including the composition of the Hiring Team itself (how many decision-makers are included, and who gets to decide what), the steps involved in the evaluation of assessments and application materials, and the number of qualified candidates who need to be reviewed and interviewed for the role.

Many organizations review applications on a rolling basis, so it may only take a week or two before your application is seen by a member of the Hiring Team and you are contacted directly. Other organizations collect applications for several weeks, and then review them all at once.

If your application is reviewed favorably, it’s likely you will be contacted for an initial phone screen with a member of the Hiring Team before anything else transpires. After this phone screen, you may be asked to come in to interview in-person. This first round could be set up as 1:1 with an interviewer, or it may be with several candidates at once (a group interview format).

Oftentimes, companies will have several rounds of interviews before finally identifying a top candidate. Early stages are usually conducted by a recruiter, or a member of HR, and later stages are conducted by higher-level people within the organization (your actual manager, the director, or one of their superiors).

From start to finish, I’ve seen candidates apply, go through a phone screen, have several rounds of interviews, and be issued an offer within as little as one week’s time. In other situations, I have seen candidates move through the process much more slowly. Particularly if there is a large pool of candidates who have applied, it can take over a month to find out if you’re moving forward, or if you are being declined.

As a candidate, it can be important to keep communication flowing between yourself and the recruiter and to be as accommodating as possible. The candidates who take the time to answer recruiter emails promptly, who turn in requested documents quickly, who are flexible in terms of potential interview times and dates, and who send excellent follow-up messages, may very well receive more attention from their recruiter. That can help speed things along.

Once candidates receive a verbal offer, they may take a day (or several) to think things over and then provide a reply. Once they have formally accepted, there is usually a process of running a background check and perhaps a drug screen, as well as other onboarding procedures, all of which must be completed prior to starting on the first day. So it’s common for there to be a delay between signing an offer letter, and starting your new job.
Answered by Dustin, Hiring Expert at HP Inc., on Monday, July 7, 2014
The general formula is resume reviews for basic eduation/skills qualifications, initial candidate screening (phone screen or assessment), then a series of interviews with HR, HIring Manager or other stakeholders, offer extension/negotiation and any other administrative process (ex. background screen), then possibly some pre-boarding before you begin your first day.

The length of time this can take can vary greatly depending on a variety of factors within the organization or with the candidates so it's challenging to put an exact number out there. As previously mentioned, certain roles follow a seasonality to their hiring (ex. university recruiting) so that should also be taken into account.  
Answered by Steve, Hiring Expert at Caterpillar Inc., on Friday, July 11, 2014
There are many variables that play into this such as when the person currently occupying the position (assuming it is a replacement) is leaving or if there is a new manager or decision maker coming in to the process, but the most common factor is the bandwidth, or simply how busy the hiring manager is.  It is very common for a hiring manager to be pulled into other high priority projects, which shift their focus from interviewing and hiring.  

That being said, a typical time-to-fill goal for a position is 45 days from the time the job is posted to when the selected candidate starts on the job.  This typically means 2-3 weeks to review candidates, 2 weeks to interview, and another 2 weeks for the selected candidate to give notice and start.  Of course, this can vary, but this is a goal that most recruiting organizations target.  If you are a candidate that is currently in college, it may draw out a little longer as some recruiters wish to complete all of their recruiting events during a college recruiting season (i.e. fall=Sept.-Nov., spring=Feb.-April) before making hiring or interviewing decisions.  Therefore, if you speak to someone early in a college recruiting season, it is not uncommon for a month or two to pass before you hear from someone.   
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