When companies recruit, their key objective is to recruit the best person for the job and it’s not unexpected that they want to take time to assess and reflect on submissions to try to ensure they attract the best possible candidate.
However, being too cautious can lead to highly suitable candidates to lose interest, examine other options and accept alternative offers before you have decided that they are actually the candidate you want to hire.
In the current market candidates are quite willing to accept an alternative job offer because their preferred employer took too long to make a hiring decision which is unfortunate as it produces a scenario where both the first-choice company and the candidate might have miss out on the opportunity to work together.
When it comes to feedback, candidates look for detailed information to improve their application suitability and interview performance and can feel that feedback is delayed or incomplete. Positive feedback or decisions can get delayed due to pressing projects that clients have not had the time or resources set aside to allow them to progress with successful candidates quickly enough. Because the market for talented staff is so fierce candidates are being presented with multiple options and any delay in decisions leads them to follow other opportunities, when the real issue is planning time for feedback.
Strong candidates who are showing a keen interest want to hear feedback quickly and doing so presents the image of a dynamic company whereas delays produce the opposite impression; with two the key areas being CV reviews and interview follow-up. Various studies have illustrated the majority of candidates believe it is reasonable to wait up to one month from initial application to getting a final offer, with only the minority believing it’s acceptable to continue past the month. With a leading US Job Board recently publishing a report showing that direct hires took 38 days with only 12% of careers site visitors actually applying not only the importance of speeding up timescales but also the value of using an external recruitment specialist can increase the number of applicants attracted whilst ensuring only the best are presented to the vacancy and it can be done faster as their time is solely spent recruiting as opposed to having day-to-day job tasks to distract from the process.
Employers are in a constant competitive environment to source best talent, and unknowingly they run the gauntlet of risking losing potential future key personnel because of long drawn-out interview stages.
Candidates are in a position where they want their next opportunity completed quickly, they also know that their skills are in demand, which makes it all the more crucial to all work together and communicate important information and manage expectations.
Candidates often aren’t aware of what internal issues are delaying decision but prompt communication can eliminate uncertainty in the recruitment process and keep candidates fully engaged in the process.
Chris Sultman Managing Director said “people in stressful and life changing events such a career move, need to be the priority” as difficult as it is, once the agreement has been made to recruit the next stage is to plan the process with the candidates in mind, even if it means delaying the requests for applicants until the managers can put time aside.