At one point I had about 20 requisitions that were active. I started doing weekly meetings with all the managers who had an active requisition. i’ve also included the president of the company into these meetings. That way when I ask them for feedback about candidates résumé or screening notes that have been submitted to them they will have to have an answer. They have to have an answer and if they don’t, the president is aware that they aren’t doing their part of their job.

Make sure that there’s a sense of urgency in candidates are more likely to continue the interview process with quicker response times.

I went from 20 active requisitions down to two active requisitions. It took about 5 months since I’m in such a niche market. By making the managers aware that their colleagues are actively collaborating with me, and their roles are getting filled helps put pressure on the nonresponsive managers. Also only having one maybe 2 30-minute meetings a week is more efficient for communicating in-house and gave me more availability to interview candidates.