The time it takes to hire someone can depend on several factors, including the role, your team, and your candidate pool. Sometimes you might fill a spot right away with the right candidate. But some processes require a hefty investment of time and multiple hands on deck.

What is the hiring process? It’s a multi-step, two-way street that involves sourcing applicants, conducting interviews, vetting candidates, negotiating salaries, and training new hires to succeed in their new roles.

While every hiring process looks a little bit different, they tend to follow a similar path. Most candidate searches begin with a thorough job description that feeds out on job boards, publications, or internal channels.

As the applications come in, the hiring manager will switch into review mode, assessing potential candidates and determining who’s fit for the interview stage. After interviews, most hiring managers will come to a decision and contact references. If all goes according to plan, it’s paperwork, champagne, and happily-ever-after.

There are two major ways to improve the hiring process: increasing efficiency and transparency.

Wondering how to reduce bias in or speed up the hiring process? FigJam’s hiring process template allows you to prioritize candidates according to your needs, minimize painful waiting periods, and refine your hiring processes to increase equity.

On our open platform, it’s easy and intuitive to source feedback on interview questions, job descriptions, and role requirements to identify instances of bias and correct them in real-time.