Why You May Be Losing Great Job Candidates

Michael Gallagher September 20, 2017

Every hiring manager and recruiter understands how difficult it can be to find the right candidate for a job. The hiring process can take months and cost companies thousands in expenses, not to mention the strain it puts on employees and managers. Unfortunately, many companies make the job even harder by allowing the search process to lose momentum. Every hiring manager and recruiter understands how difficult it can be to find the right candidate for a job. The hiring process can take months and cost companies thousands in expenses, not to mention the strain it puts on employees and managers. Unfortunately, many companies make the job even harder by allowing the search process to lose momentum.

Although the hiring process can take time, companies often make the mistake of taking too much time. Top job candidates won’t remain in limbo forever, especially if he or she is considering other job offers. In fact, job candidates say that a lengthy hiring process is one of the top reasons they lose interest in a position.

A Robert Half study found that “When forced to endure a lengthy hiring process, nearly 40 percent of job seekers lose interest…More than 30 percent said a drawn-out hiring process makes them question whether the employer is good at making decisions in other areas.”

Other stats about long waits according to Business Week Daily:

  • 60% said the most frustrating part of the job search is the long wait after an interview
  • 23% lose interest if they don’t hear back within 1 week
  • 46% lose interest after 2 weeks

5 ways to speed up the process:

  1. Have a goal in mind. Often a drawn-out hiring process is the result of a lack of planning. First, understand exactly the need that must be filled by a new hire. Then establish a timeline for the hiring process and try to stick to it.
  2. Make sure everyone is using the same playbook. Every person involved in the hiring process needs to know the game plan (the goal). They must also make sure that the time needed to go over resumes and conduct interviews is put into their schedules.
  3. Be more efficient. Do phone interviews first to weed out candidates who are not the right fit. Then schedule in-person interviews close together. All in the same day is best, but if not, at least within a few days. As soon as the interviews are over, meet with everyone who spoke to the candidate(s) and get their feedback.
  4. Keep potential hires in the loop. Don’t let days (or weeks) go by without any word. Keep candidates informed of where you are in the process. If you have to change the timeline, let them know so they aren’t left hanging indefinitely.
  5. Move fast once a decision is made. Once you have chosen a candidate, make the offer immediately. Get them on board before they seek another job elsewhere.

If the recruiting process has you feeling overwhelmed, Mankuta Gallagher can help. We’ve been connecting companies with great talent since 1994, and have the expertise to find the right fit for any organization. Contact us today to get started.

(Visited 167 times, 1 visits today)

Mankuta Gallagher

PROVIDING GLOBAL RECRUITING SUPPORT SINCE 1994. 

Click here to learn more…

or call (800) 797-4276

Latest Posts

Blog
  • Worker Mobility Takes a Hit For those of us involved in corporate recruiting, relocation is always an issue in landing a new hire. Relocations for career change dropped 10% in the last reported year, according to a Wall Street Journal ...
  • Why You Should Keep Your Candidate Pipeline Primed Always be recruiting talent. Always. When you’re constantly recruiting talent, you create a “candidate pipeline,” so you have vetted interested candidates ready to step into a position. You’ve already taken the time to rake through resumes, ...
  • Why You May Be Losing Great Job Candidates Every hiring manager and recruiter understands how difficult it can be to find the right candidate for a job. The hiring process can take months and cost companies thousands in expenses, not to mention the ...
  • Why It’s Important for Recruiters to Get the Candidate Experience Right How to make sure recruiting firms make the right first impression for your company. If today’s job market had a motto, it would be this: It’s a candidate’s world, and we’re just living in it. here is ...
  • Why Benefits Packages Should Equate to a Dollar Amount Benefits packages are a key part of salary negotiations but are often taken for granted. It’s easy to fixate on salary when negotiating a job offer. Employees often see benefits as perks rather than compensation. However, ...

Mankuta | Gallagher