-
Time to Fill: EMEA vs. US
Time-to-Fill: EMEA vs US differs. Hiring in the US generally moves faster than EMEA. A 2024 study reports an average time-to-fill of 35 days in the US, compared to 40 days in the UK, and 55 in Germany—one of the slowest among advanced economies. The global median is 38 days, placing the US ahead and
-
Comparing Key Recruitment Metrics: EMEA vs. US
Global companies often encounter distinct recruitment challenges in EMEA compared to the US. Differences in labour laws, culture, and market structure influence hiring speed, quality, cost, diversity focus, and candidate experience. This report compares 3 core recruitment metrics: Time-to-Fill, Quality of Hire and Cost per Hire —across EMEA and US markets. It highlights best practices
-
How to Improve Offer Process
The job offer process is a final stage of the recruitment process. This step follows the selection stage, including the decision to progress with a candidate. Here are 5 ways to improve the job offer process: 1. Speed and Enthusiasm At this final mile, speed is critical. Amazon, for all its patience in earlier stages, moves very
-
Job Offer Process
The job offer process is the final stage of the recruitment process. Here, the company formally extends a job offer to the chosen candidate and negotiates terms as needed. Find below a comprehensive guide on the job offer process. What is a Job Offer Process? It involves preparing an offer letter (with role, salary, benefits, etc.), communicating
-
Structured Interviews
Structured interviews promote fairness and consistency. This practical guide will help hiring leaders on how to achieve better results from structured interviews. Here are 6 structured interviews best practices: 1. First Principles of Interviewing Ask all candidates the same job-relevant questions. Use scorecards or rubrics to rate responses. This method reduces bias and helps compare
-
Interview Templates
The interview phase is where candidates are assessed in depth by multiple stakeholders. Using interview templates here ensures that interviews are standardized, fair, and aligned with job requirements. From question guides to feedback forms, these templates help interviewers conduct effective interviews and capture their evaluations. Interview Templates Structured Interview GuideThis template standardizes interviews with 1–3 questions per
-
Selection Process
In the selection process, the hiring team analyses all the input from interviews and assessments to determine which candidate to hire (if any). This stage often involves a formal debrief meeting or discussion among the interviewers. It may include reference checking and final executive approvals. The outcome is a decision on a finalist (and sometimes one or
-
How to Improve Screening Candidates
Screening candidates and shortlisting is a key stage of the recruitment process. This step follows the talent sourcing and attraction prior to interviews. Here are 5 ways to improve screening candidates with focus on skills and fairness. 1. Objective Criteria & “Skills-First” Mindset To minimize bias, leading companies emphasize what the candidate can do over who they are or where they come
-
Interview Process
Shortlisted candidates face a rigorous interview process. This stage forms the core of hiring, where both the company and candidate actively engage. Typically, interviews span several rounds and formats. These range from phone and video calls to in-person or virtual panel sessions. Depending on the role, candidates may complete technical tests, deliver presentations, or do
-
Screening Process
The screening process is about identifying the most qualified candidates from the larger applicant pool. Those candidates will be shortlisted to progress to interviews. This typically involves reviewing resumes, application questions, and conducting initial screening interviews or tests. Here are Steps in the Screening Process Resume/Application Review Recruiters (or hiring managers, depending on the company)
