When I helped a team hire for a busy inbox role, we cut time-to-hire by almost half by removing one interview and replacing it with a short job simulation. The quality actually improved because we were testing the real work. If you want to move faster, I’d focus on tightening the process, not rushing decisions.
Here’s a step-by-step approach I’d use. Step one: define “pass or fail” criteria upfront, like minimum writing level, shift availability, and handling of complaints. Step two: run a 10 to 15 minute phone screen with a consistent script so you can compare candidates fairly. Step three: use one practical assessment that mirrors the job, like responding to a customer message, tagging a ticket, or roleplaying a call. Step four: hold one structured interview with a scorecard and make the decision within 24 hours. Step five: pre-book start dates and keep pre-boarding warm with simple check-ins.
As I was looking into it, I found a useful page that could be worth your time. Come to think of it, the fastest hiring processes are usually the clearest ones, because candidates move quickly when they know what to expect.
