Check interview capacity before launching a staffing search

A recruiting search slows down when strong candidates wait for a manager who has no time reserved to meet them. The staffing account executive should check interview capacity at intake. Frame the question around the time and people needed to make a hiring decision. That approach respects a busy client and makes the planning need clear.

Ask who reviews résumés, who participates in each conversation, and what happens when a regular interviewer is absent. Request a target for feedback after each stage. If the client has several sites, find out whether one panel can evaluate candidates for all of them. A clear answer lets the team match sourcing pace to the actual decision process.

Keisha told account executive Owen, “Send us everyone you find for the maintenance roles.” Owen replied, “Who can meet them this month, and how many interviews can that team complete each week?” Keisha paused. “Our supervisor is traveling, so I can only arrange four interviews until the tenth.” Owen said, “I will plan the first shortlist around those four slots and ask the supervisor for a backup reviewer. Would Friday feedback after each interview work?” Keisha agreed and named an experienced technician as backup.

Before your next kickoff, create a small interview calendar with the client. Include reviewers, available blocks, feedback target, and backup owner. Roleplay a request for ten profiles by tomorrow while the calendar has room for three interviews. Practice explaining how an ordered shortlist helps the client see people while interest is current. Have a manager check whether your questions made the constraint easy to state.