Overcomplicating your hiring process in pursuit of the perfect candidate is counterproductive, and a real challenge in recruitment. As a recruiter, I wanted to shine a light on this by revealing the reasons why a slow hiring progression can be damaging for a business.
Both your reputation and employer brand are at stake when you take too long to hire. Your candidates are your customers, and engaging in a month long process is vexing for them. Inability to make a decision will reflect poorly on your company’s culture and have a negative impact on the candidate’s perception of your business. Not only will you lose top talent, you risk a situation where candidates voice their frustrations to their network. An irritated candidate has the potential to do some serious damage to your employer brand, especially in an age where social media rules and bad news travels fast.
Great talent is not going to wait for you. While you’re taking over a month to make a decision, your competition is in the field hiring the person you’re searching for. As days continue to pass, that talent pool becomes slimmer and slimmer, leaving you staring at the bottom of the barrel prospects you were trying to avoid in the first place. You need to keep your hiring process competitive if you want to attract top talent to your organization.
Let’s not forget that every day this position is open money is being lost. The more interviews, meetings, and phone calls engaged in equals additional hiring costs. Beyond that, you’re losing revenue associated with this position in the first place. Your current employees will feel the effects of having this position vacant over a long period of time, and risking internal pessimism is not something you want to do.
The lesson to be learned here is that your hiring process has to strike a balance. You will not find the quality of candidate you are looking for if you speed through the process, and you will miss out on the quality if you go at a snail’s pace. Take a really close look at what matters to you in the process, and then look at that same process from the candidate’s perspective – does it still work?
By Danielle Engstrom | People Science Team Lead
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