In their quest to win the war for talent, companies are writing bigger checks and being more open-minded in their quest to win the war for talent. But does all that matter if you take ages to reply to candidates? Real improvement begins by being quick to collect feedback.

Trigger Warning: Recruiter Trauma

You’ve found a brilliant candidate who seems like a perfect fit for a requisition. The hiring manager loves her resume, so you set up a phone screen and schedule a one-on-one interview. She comes in, knocks the interviewer’s socks off, and walks out on the verge of a job offer.

Then, you hear nothing from the interviewer for weeks. When (or if) you finally get back in touch, she’s joined another company. Probably one that does exactly what yours does; possibly even the one down the street.

Recruiters know the scene all too well. It’s a too-common roadblock in the quest for hiring process perfection. And while it’s very real, the solution is quite simple. Everything begins with gathering post-interview feedback within 24 hours.

Here are five compelling ways collecting candidate evaluations within 24 hours is bound to make a positive impact on your recruiting success.

1. It gets you better evaluations.

Feedback is like bread – fresher is always better. Getting interviewers to evaluate your candidates within 24 hours of meeting them is always going to yield a more accurate and complete picture.

Quite often, it can also have the added advantage of reducing the risk of interviewer bias. This is because the human mind is more likely to remember recent events with greater objectivity. Just be sure your interviewers score each answer as soon as it’s given.

2. It makes you more productive.

This one mostly boils down to time and logic. The quicker you’re able to get candidate feedback following an interview, the sooner you can either move to the next phase or rule an applicant out. Simple enough, right?

The implications are actually quite far-reaching and involve things bigger than any one recruiter or team. Moving quickly lowers cost per hire and shortens time to hire, while doing so efficiently is likely to have a positive impact on your offer acceptance rate.

3. It lowers the risk of candidate dropout.

There’s no two ways about it: today’s job market favors talent. With unemployment at a record low and professionals growing more comfortable in their current positions, every serious candidate is going to be more discerning than ever before.

If you take too long to reply or come back with subjective feedback, don’t expect them to persist with further interviews. Instead, focus on collecting post-interview feedback within 24 hours. Until the market changes, companies have more to lose than candidates.

4. It says only good things about your company.

In the information age, employer branding and reputation are more important than ever before. Not only are you competing with several Fortune 100 and 500 enterprises, but there are probably several startups at various stages vying for the same talent you are.

Being one of the rare companies that replies promptly to candidates after they interview – whether it’s to set up another interview or send a note of regret – will set you apart and make candidates 350% likelier to re-apply. But you can only be prompt and fair if your feedback is, too.

5. It leads to a better candidate experience.

While it’s one thing to create a vibe or persona that boosts your company’s image, it’s another thing entirely to focus on the interview experience for the candidate’s sake. When achieved in tandem, it usually leads to a place on one of those ‘Best Places to Work’ lists.

Don’t be a recruiter who contributes to 62% of candidates never hearing back after an interview, or the 51% who only hear back after a month. Respect the time that candidates spend preparing each application (4 hours on average, in case you were curious).

Fast, not furious.

While ideal, collecting candidate evaluations within 24 hours of an interview is easier said than done. At the very least, it requires recruiters to get the buy-in of interviewers and hiring managers.

The key to getting these colleagues on board is to press the urgency of moving quickly using logic and reason, not by demanding it or being pushy. Remind your co-workers that moving in the same direction together and at pace benefits everyone, as well as the company.

And if that doesn’t work, remind them of their own job searches.