How much do US companies spend per hire?

Roughly $3,500 per new hire, about three times what they spend training that same employee, according to Josh Bersin.

How can owners filter unqualified candidates faster?

Ask for a short one-way video answering key questions, plus a cover letter — only genuinely interested candidates complete this step.

How long should a job interview be?

7 to 10 minutes is enough if structured to assess skills and how the candidate impacted past goals and projects.

How-to Optimize Your Recruitment Process

Companies spend more time and money on recruiting an employee than on training him.

You're an owner. You've got a stack of resumes on your desk, but the right person isn't among them. Why does finding good talent feel like such a drain?

The numbers tell a story. Josh Bersin of Bersin & Associates noted US companies spend roughly $3,500 on each new hire. That’s about three times the amount they put into training that same employee. Even with today’s unemployment rates, many companies still struggle to find the specific profiles they need.

This financial cost pushes owners toward “robust” recruitment methods. But I’ve watched these methods damage the relationship with prospective employees. They aim to protect the organization’s interest, yet they often show little respect for a candidate’s time, right from day one. This approach costs you more than just money.

1. Set clear expectations

You post a job offer. Within hours, hundreds of resumes flood your inbox. Most don't fit the profile you need. Your job description might actually encourage this.

When a company publishes a vague job offer – broad qualifications, unclear tasks – it creates uncertainty. Job seekers can’t tell if they’re a good fit. Instead of holding back, they try their luck.

Spend the time to write a concrete, clear job offer. It won’t stop every unqualified application, but it will reduce them. Candidates think twice about applying when they know they don’t match the requirements.

2. Ask for one-way video interviews and a cover letter

A phone call helps you gauge interest, but it demands time and availability from both sides. A short video cuts through that constraint.

Instead of inviting candidates for an initial interview, ask them for a short video. Have them answer a few key questions about themselves. This lets you qualify many candidates in the time you’d spend on one call. You can compare videos, or re-verify them later.

Only truly interested candidates will complete this step.

A cover letter works similarly. You don’t need to read every word. A quick scan often differentiates a thoughtful candidate from someone blasting out applications.

3. Carry on 7- 10-minute interviews

An effective job interview doesn't need to drag. Seven to ten minutes is enough. If you structure it right, you'll determine if a candidate's skills and drive meet your organization's needs.

You can assess a prospect’s core skills in under two minutes. Focus on what they’ve done. Your resume gives you a starting point, but clarify any doubts about their past roles.

Ask the candidate how they impacted goals and project success. Listen to how they talk about their achievements. This reveals if their contributions were significant, or just part of the company’s existing momentum.