Why hiring takes too long

Hiring takes too long. Here's why.

The average time from job posting to signed contract is around 42 days. For technical roles, it can take even longer. That's nearly two months where the role is unfilled, the team is understaffed, and projects are delayed.

The question is: why does it take so long? And more importantly: what can you do about it?

The most common bottlenecks

Bottleneck	Typical time lost	Solution
Too broad a search	1–2 extra weeks of screening	Precise requirements + AI screening
Too many interview rounds	1–3 extra weeks of waiting	Max 2–3 rounds
Slow internal decisions	1–2 extra weeks	Clear decision plan from the start
Manual sourcing	2–4 weeks total	AI tools for sourcing
Poor candidate experience	Loss of candidates	Fast feedback (48h)

1. Too broad a search

Many companies start with a vague job description and cast a wide net. The result is hundreds of applications, most of which aren't relevant. Anyone who's trudged through 150 resumes that don't fit knows how frustrating this is.

The solution is to be more precise from the start. Define clear requirements, use AI tools to screen quickly, and focus energy on the 10 to 15 most relevant candidates.

2. Too many interview rounds

Some companies run four, five, or six interview rounds. They want to be "thorough," but in practice this is the fastest way to lose good candidates. Top candidates have other offers and won't wait around for weeks.

Two to three interview rounds are enough for most roles. A first conversation, a technical interview, and possibly a team chat. More than that is rarely necessary.

3. Slow internal decision-making

Even when the right candidate is found, it can take weeks to get an internal decision. Who needs to approve? Do we need another round? Can we offer a bit more? While the company deliberates, the candidate has accepted an offer elsewhere.

Set a clear timeline for the decision before the process starts. Everyone who needs a say should know this from day one.

4. Manual work in the sourcing phase

A lot of time goes to searching through LinkedIn, writing messages, and following up with candidates manually. A recruiter spends on average 30 hours per hire just on sourcing. With AI tools, this can be cut to a few hours.

5. Poor candidate experience

If candidates have to wait long for responses, go through many rounds, or feel poorly treated, they drop out. A LinkedIn study shows that 60 percent of candidates have abandoned an application process because it took too long.

What does slow hiring cost?

An unfilled position costs money. For a developer with a salary of 800,000 NOK, the price tag is around 3,000 NOK per day the role is vacant, just in lost productivity. Add recruiting costs and the burden on the team, and the numbers grow fast.

Companies consistently underestimate this cost. They focus on finding the "perfect" candidate but forget that the search itself costs money.

How to shorten the timeline

Use AI for sourcing and screening

AI can go through thousands of profiles in minutes and deliver a ranked list of the most relevant candidates. That alone can save weeks.

Define clear requirements from the start

The clearer you are about what you're looking for, the faster you'll find it. Spend time defining requirements properly before starting the search.

Cut interview rounds

Two to three rounds are enough. Make sure each round has a clear purpose and you're not asking the same questions again.

Set deadlines

Decide in advance when decisions will be made. Communicate the timeline to candidates. People appreciate clarity.

Respond quickly

Give feedback within 48 hours after each step. Candidates who feel valued are more likely to say yes.

The bottom line

Hiring takes too long because processes are outdated. Manual work, too many interview rounds, and slow decision-making are the biggest culprits. With the right tools and processes, you can dramatically shorten the timeline without compromising quality.

The best companies use AI to do the groundwork, and humans to make the final decisions. It's a combination that delivers faster hires and better results.