Given today's tight labor market, top talent is in high demand by employers across industries. Not only are most prospective job seekers already employed, but those who are looking for new roles tend to get taken off the market quickly. This means hiring managers and HR teams need to be more strategic than ever when it comes to running an efficient hiring process. 

According to a recent study from Gartner, one of the key factors that holds up hiring is indecisive hiring managers. The study found that three in four hiring managers are indecisive, leading to a 33-day window on average between the interview and the final job offer.

When job seekers are left waiting to hear back on potential roles, they're more likely to accept competing offers, ultimately leading to lower-quality hires and longer time-to-fill rates for employers with inefficient hiring processes. Below, I've outlined several tips to speed up hiring -- while simultaneously making the process more objective. 

1. Automatically screen candidates.

When you receive dozens of applications for an open role, the process of manually reviewing each applicant can seem daunting. Your team might end up wasting time on applicants who aren't a fit for your open roles -- or accidentally overlook quality applicants. And the process can take even longer if one of your hiring managers is indecisive about which applicants to move to the next step of the hiring process.

To help you team speed up the initial applicant review and save time that otherwise would have been spent trying to decide between applicants based on their initial resumes, you can leverage prescreen surveys.

Prescreen surveys can be sent to job applicants automatically as soon as they apply to your open roles. These surveys typically consist of several true/false questions, some of which are "knock out" questions, enabling you to automatically eliminate applicants who aren't a fit. If you need someone who has a valid license, or a specific certification, you can include these questions in your surveys so that only applicants who meet your needs move forward with the hiring process. 

2. Run objective interviews.

While the Garner study found a 33-day lag between job interviews and offers, another recent study from Addison Group found that 70 percent of job candidates lose interest in job opportunities if they don't hear back within a week of an interview. To run efficient interviews and get back to candidates as soon as possible, one step can take is asking all candidates the same interview questions, so it's easier to gauge how each candidate might fit on your team. 

Post-interview, it's important for your team to collect and share feedback in a timely manner, which can be streamlined using centralized interview feedback. Some hiring managers and others involved in the hiring process might be indecisive because they simply take handwritten notes and don't have a unified format to score all interviews. 

Rather than relying on notes from each of your team members, which also might be more subjective than objective, you should score all candidate interviews on a set scale. For example, each question can be scored on a scale of one to five or using terms such as poor, adequate, good, and excellent.

Using a scale like this enables a final interview score to be automatically calculated, enabling your team to share feedback with candidates quickly -- even as soon as the same day as their interviews. And by getting back to candidates sooner rather than later, you can secure quality hires before they're scooped up by competing offers. 

When hiring managers are indecisive, this leads to a drawn-out hiring process, second-guessing and, in many cases, hiring candidates who aren't the right fit. By eliminating some of the guesswork and manual decision-making throughout the hiring process, your team can speed up the process, hire employees who are likely to succeed on your team, and drive productivity and profitability at your organization as a result.