Why fast turnaround times matter for remote hires

In today’s competitive global job market, remote hiring has become a cornerstone of modern working practices. While remote hiring offers unparalleled access to global talent, it also introduces a new set of expectations; one of the most critical being speed. Fast turnaround times in remote hiring aren’t ‘nice to have’ – they’re a strategic imperative and the only way to ensure you can secure the best hires. 

Top talent moves fast

One of the major perks of having a remote-first team is the fact that suddenly, your talent pool is expanded; you can hire top talent from all over the world thanks to borderless hiring. This isn’t only beneficial for an organisation, who can hire the best of the best, but also fosters a richer working environment – studies show that diverse teams make better business decisions by 87%. There’s also evidence to suggest that diverse teams are more creative and boost financial profits.

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However, this has led to a fierce and competitive job market, as remote roles are coveted. It also means candidates have to battle it out not just with local talent, but global talent. The best people for the job tend to be in demand, so fast background checks and onboarding are required to attract and retain talent. From a candidate perspective, a fast turnaround time demonstrates that not only are they very much wanted, but the company is decisive and efficient – qualities that are especially attractive to highly talented candidates. In fact, any delays could see potential hires move to faster-paced companies, or even direct competitors. 

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Candidate experience

The remote hiring process can feel impersonal by nature – most of the recruitment process is facilitated over a screen and via email. Quick communication, fast feedback, and timely decisions help candidates feel valued and respected. A streamlined process signals a well-run organisation that respects people’s time, setting a positive tone before straight away. It could also help further down the line – the remote talent you’re hiring might also know someone looking for a job and a positive, efficient hiring and onboarding process might motivate them to recommend their acquaintance for a role, citing just how easy and comfortable the experience was for them.

On the flip side, a bad experience could cost you – professionals in the same industry talk. If word gets out that turnaround times are slow at a company, it could damage your reputation, and not just in terms of hiring. A slow, clunky process could also put off potential clients if they hear about it – they’ll get the impression that your company could be slow at a lot more than just background checks.

The wider costs of a sluggish background check

Every day a position remains unfilled can cost a company money – lost productivity, increased burden on existing staff, and delayed timelines all add up. Not being able to fill a position quickly and efficiently could also be demoralising for staff, especially if they have to juggle their job as well as the responsibilities of an unfilled position. This could have wider consequences – it could affect your employees’ health, causing them to take time off sick, or they could even start looking for roles elsewhere. A speedy turnaround time from an offer going out to a new hire coming in could therefore benefit not just the new talent coming in, but existing employees too.

The buck doesn’t stop there. Companies pride themselves on their brand reputation, and those known for efficient hiring processes build reputations that attract better candidates. Fast, organised hiring processes are frequently cited in employer reviews and can distinguish your brand in a crowded hiring landscape. In remote work, where brand perception is shaped more by digital touchpoints than office culture, this is particularly important. 

Having a fast turnaround is not about cutting corners; it’s about respecting time – both yours and the candidate’s. In remote hiring, where the competition for top talent is fierce, fast turnaround times are a powerful differentiator – companies that have efficient, repeatable remote hiring systems are better equipped to adapt in a dynamic talent market. Organisations that have a solid hiring strategy where speed is key will have a clear edge when it comes to attracting, securing and retaining the best remote talent.

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