Are you Taking Too Long to Hire?
U.S. Workers Weigh in on Timing Issues During the Job Search
Hiring is one of the most important decisions any organization makes. But stretching out the process can cause good companies to lose out on the best candidates. Read on to find out the hidden costs of a long hiring process.
In your opinion, how long is too long of a hiring process – that is, the period of time from which you initially interview for a job to the day a job offer is extended?
|39% 7-14 days
|24% 15-21 days
|12% 1 month to 6 weeks
|10% 22-28 days
|10% 1 wk or less
|5% 6 weeks or more
What is the most frustrating situation in the job search? (Multiple responses allowed)
|57% Long wait after the interview to find out if I advanced to the next step/got the job
|47% The interview described a different role than what was advertised
|35% Multiple requests to return to the firm for more interviews/skills evaluations
|33% Scheduling delays setting up first interview
After an interview, how long are you willing to wait for an employer to inform you of your status before you lose interest in the role?
|46% 1-2 weeks
|23% Up to one week
|23% 2-4 weeks
|8% More than a month
When faced with a lengthy hiring process, which of the following describes your feelings? (Multiple responses allowed)
|39% I lose interest in the role and pursue other job openings
|33% It affects my self-esteem. I feel if they really wanted me, they would move quickly
|32% I question the company’s ability to make other decisions if they can’t seem to make a timely hiring decision
|23% I don’t mind. I’m willing to go through a long hiring process to work for a great organization
|21% I completely understand and respect their need to be thorough
|18% I lose interest in the role and decide to stay in my current job
Survey of more than 1,000 U.S. adults currently employed in professional environments.
Tips for speeding up the hiring process:
Gather the stakeholders
Before you post the job opening, set the timeline for the hiring process and get everyone’s commitment that hiring is the number one priority. Block calendars for interviews. Determine who has the final sign off.
Tighten the interview schedule
Conduct the screening interview via Skype or FaceTime. Consolidate all on-site, in-person interviews to one day if possible. Get feedback immediately from the candidate and hiring managers to determine interest levels
Keep communication lines open
Inform candidates when you expect to make a final decision. If there is a delay, call them with an updated timeline.
Make the offer
Make a verbal offer contingent on satisfactory reference and background checks.
© 2016 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans.