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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.