Hiring the right engineering talent quickly can make or break a project. Delays in filling critical roles can cause bottlenecks, missed deadlines, and increased costs. The challenge? Shortlisting the right candidates in just 24 hours without lowering the hiring standards.
Here’s a step-by-step framework to help you shortlist efficiently while maintaining quality.
Speed in recruitment starts with clarity. Before posting or searching, lock down:
Must-have technical skills (e.g., CAD, programming languages, specific tools)
Experience range (fresher, mid-level, senior)
Project-specific knowledge (e.g., manufacturing processes, product design, civil project execution)
Location preference or remote work flexibility
The clearer your criteria, the less time wasted filtering irrelevant profiles.
Instead of casting a wide net, go directly to where your ideal candidates are.
Focus on engineering-specific platforms and communities.
Tap into your own database of past applicants who meet the criteria.
Reach out to referrals within engineering networks for faster responses.
This avoids the noise of unqualified applicants.
Speed-read CVs by scanning only the critical sections first:
Relevant qualifications
Specific tools/technologies used
Industry match and project history
Employment stability
This method helps you eliminate 60–70% of irrelevant profiles in minutes.
A short, targeted skill check can save hours of back-and-forth.
Ask for a quick problem-solving task related to the role.
Request a short write-up on a past project.
Evaluate how candidates communicate and explain their work.
These small steps immediately reveal who is ready for the job.
One of the fastest ways to evaluate candidates without scheduling delays is by using pre-recorded video interviews.
Candidates answer role-specific questions on video at their convenience.
Recruiters and hiring managers can watch and review at any time.
You can assess communication skills, confidence, and technical understanding before the live interview stage.
Benefit: This saves hours of scheduling calls, allows side-by-side comparisons of candidates, and helps you shortlist only those who truly stand out—making the 24-hour shortlist realistic.
One of the biggest hiring delays comes from slow communication.
Send screening questions immediately after application.
Call shortlisted candidates within hours, not days.
Schedule quick 10-minute screening calls for clarifications only.
The faster you move, the less chance you’ll lose talent to other offers.
To avoid confusion, categorize quickly:
Tier 1: Immediate fit – forward to final interview
Tier 2: Potential fit – keep on standby
Tier 3: Not suitable – save for future openings
This structure keeps your hiring decision-making clear and fast.
Shortlisting engineering candidates in 24 hours isn’t about rushing—it’s about working smart. Clear requirements, targeted sourcing, rapid filtering, video interview screening, and quick communication can help you create a quality shortlist in less than a day.
At Altariya Global Connect, our process combines these steps with pre-recorded video interviews so our clients can instantly evaluate candidates and make decisions faster—keeping projects on track without compromising on talent quality.
