Winning the Speed Game in Hiring

Claire Monroe

Hey everyone—welcome back to The Science of Leading.I’m Claire Monroe, and I’m here with Edwin Carrington.Today’s topic… honestly, this one hits home for a lot of people.We’re talking about why hiring takes so long—and what it’s really costing companies.Like, Edwin… don’t you think this is one of those things everyone has a story about?

Edwin Carrington

Absolutely, Claire. And it’s more than just annoying.In today’s market, being slow?That’s how you lose.The best candidates—they’re not waiting around for your approvals or back-to-back interviews.If your process drags, your competitors will grab that talent before you even hit round two.

Claire Monroe

Yeah, I mean… I’ve been there.My first job hunt after college?I waited, like… almost three weeks just to hear back after my first interview.And by the time they finally called me—yeah, I’d already taken another offer.It kinda felt like… I don’t know… they just weren’t that interested, you know?

Edwin Carrington

That’s a textbook example.And honestly? It’s still happening.I’ve worked with companies who lost amazing candidates—just because someone hadn’t signed off yet.Or worse… they’re still rewording the job description mid-process.Those internal hold-ups? They’re like… silent killers when it comes to hiring.

Claire Monroe

So it’s not just, like, “oops—we’re being slow.”It’s every extra day that makes you more likely to lose someone.And sometimes it’s not even on purpose, right? It just… kind of spirals.

Edwin Carrington

Exactly. Sometimes it’s red tape.Sometimes it's just no one really knows who's doing what.But either way—the result’s the same.You lose your edge.And when everyone’s scrambling for the same top people… that edge really matters.

Claire Monroe

Alright—so let’s get into what actually helps.Because I keep hearing stuff about automation and structured interviews and… honestly, I don’t always know what’s real and what’s just, like, the latest buzzword.Does that stuff actually make a difference?

Edwin Carrington

It does.Tools like a solid ATS—applicant tracking system—can take over the boring stuff.Scheduling, screening resumes, that first “thanks for applying” message.All of that eats up time if a human’s doing it.With automation?Your team gets to focus on what really matters—figuring out if someone’s the right fit.And structured interviews? Huge.They cut down on bias, they keep everyone aligned… and they move things along faster.

Claire Monroe

Yeah, that makes sense.And I guess if you don’t even have a clear job description…you’re just kinda winging it, right?Which totally slows everything down.

Edwin Carrington

Right again.A clear, specific job description is like—it’s your roadmap.It tells everyone what the role actually needs.And when you layer in something like behavioral screening—or even better, science-backed assessments like OAD’s—you’re filtering for fit before the interview even happens.That saves a ton of time.

Claire Monroe

Have you seen that actually work?Like, in real life—not just in theory?

Edwin Carrington

Definitely.I worked with a client who had a six-week hiring process.Six weeks!We brought in automation for scheduling, added structured interviews, used OAD assessments.Within a few months—they cut that down by about forty percent.And here’s the kicker…the people they hired? Actually fit better.Because the process was tighter—more focused.

Claire Monroe

Wow. That’s super impressive.But—okay—what about the flip side?Is there a danger in, like, moving too fast?Do some companies just… rush and end up with the wrong person?

Edwin Carrington

Fair question.Speed for its own sake? Not the goal.The real goal is—cut the waste, not the quality.When you’re clear on what you need, and you let data help you decide…you can move fast and still hire right.

Claire Monroe

Okay—so you’ve got the tools.You’ve got the process.But how do you get, like, everyone on board?Because honestly?It feels like half the delays come from just… waiting on sign-offs or people to agree on stuff.

Edwin Carrington

You’re not imagining that.Alignment is everything.If the team’s not on the same page from the start—you’re gonna hit friction.The best companies?They set clear expectations up front.And they use data to keep everyone grounded.If you can show that assessments lead to better hires…suddenly, the buy-in gets a lot easier.

Claire Monroe

Yeah, but… why do some leaders still push back?Even when the numbers are there?

Edwin Carrington

Great question.Part of it? Just habit.People trust what they know.And some leaders—especially the old-school ones—they’re worried automation’s gonna make hiring feel… robotic.But here’s the truth:Those tools?They actually give you more time for the human side.More time to build trust, to ask the right questions, to really understand if it’s a fit.Change is tough…but the teams that embrace it?They’re the ones winning the talent game.

Claire Monroe

Yeah, that makes sense.Like… use the science to make smarter decisions—not just faster ones.And honestly?As a candidate, I’d so rather have a process that’s clear and fast than be stuck waiting around for weeks.

Edwin Carrington

Exactly.A fast, thoughtful process helps everyone.And over time?That becomes your reputation.And that—that’s a serious competitive edge.

Claire Monroe

Yeah—and hey, if you’re listening and wondering how to actually put this stuff into practice…you should totally check out what the team at OAD is doing.Like, the assessments Edwin mentioned?They’re not just theory—they’re already helping tons of companies streamline hiring without losing that human touch.

Edwin Carrington

That’s right.If you want to see how it works—or just get a feel for what tools might help your team move faster—you can book a free demo at oad dot ai. That's O-A-D-DOT-A_I Super simple. No pressure.

Claire Monroe

Thanks, Edwin.And thanks to all of you for listening.We’ll be back soon with more on The Science of Leading. Take care, and see you next time.

Edwin Carrington

Goodbye, everyone.