skip to Main Content
Are You Losing Top Candidates Due To A Long Hiring Process?

Are you losing top candidates due to a long hiring process?

Bad hires can have drastic consequences for businesses, and hiring managers know this. The impact of a poor hiring choice can have severe financial implications for your company. As a hiring manager faced with the all-important decision, it’s understandable why you might want to take your time to hopefully ensure you identify the most promising candidate who will be the best fit for the company.

However, drawing out your hiring process can lead to top talent losing interest and choosing to take a job elsewhere. Don’t let your hiring process interfere with finding the right candidate for the role. 

Don’t assume you’re the candidate’s only possibility

In order to get the right candidate, hiring processes need to be quick, efficient and easy to navigate. Job seekers are likely to be applying for multiple opportunities. You want to hire a candidate that is in demand, top talent will always be snagged quickly, so you need to act fast to make sure you don’t lose out. Don’t ever assume that your company is the candidate’s only lead, job seekers like to have options and they’ll likely be interviewing at other organizations. Depending on how far into their search they are, they may be keen to have the security of a job and accept the first offer. It’s always in your favor to make a prompt decision and hire your first choice.  

A lengthy hiring process costs time, financial resources, and even losing the ideal candidate. If you want to remain ahead of the game and hire your first choice of candidates, it’s important to think about how to make your hiring process the most efficient and effective it can be. 

How to avoid losing top candidates

Attract the right kind of candidate

A well-defined job description that specifies the skills and personal attributes your organization is looking for will help attract the right kind of candidate and give you less work in filtering individuals. Before writing the job description, it’s important to really reflect as a team on what you’re looking for in a new hire. Team members need to think about what kinds of skillsets your team is currently missing. Try to incorporate individuals whose strengths and weaknesses will complement the team and fill in gaps where necessary.

Once you have a clear picture of what you and the organization are looking for, you’ll find it much easier to translate it to a job description and find the candidate most suitable for the role.  

Strict timeline

Hiring processes can feel like a marathon for many candidates. While you might see it as an indication of commitment to the role, many candidates will have lost interest by the end of the process. 70 percent of job seekers say they lose interest in a position they’ve applied for if they don’t hear back within a week.

Or worse, if your hiring process is longer than competing companies, there’s a strong possibility that top talent will be snapped up by those with a more efficient hiring process. Reports suggest that 39 percent of employers say the top reason a potential hire turns down a job offer is because they’ve already accepted a job offer elsewhere. 

Although it’s important to be thorough and feel confident in your final decision, don’t draw the process out unnecessarily. Try setting a deadline and sticking to a strict timeline so you don’t end up deliberating and losing out on top talent. 

Consistency 

Making sure your hiring process is as efficient and effective as it can be means being as consistent as possible from start to finish. If your hiring process has multiple steps including phone interviews, group interviews and assessment days it’s important to try and keep these dates as close together as possible. Keeping candidates in the loop at all times and making sure the process is organized will pay off later on. Showcasing your company in the best light possible will keep candidates interested and ensure they feel confident in accepting a position.

Remaining consistent and organized will help ensure candidates aren’t tempted to look elsewhere for a position or accept another offer. 

How to use deltPRO to make your hiring process more efficient

Implementing our Work Style Assessment will not only speed up your hiring process but also make it more successful and efficient.

To begin with, a Position Assessment will help you, the hiring manager, more easily identify what you’re looking for in a candidate. Helping you seek out the personal attributes, communication skills, and management style that a suitable candidate might have, using our Position Assessment will make writing an accurate and detailed job description much easier.

To reduce the number of candidates you interview and to shortlist more efficiently, try using our Work Style Assessment. Offering valuable insight into personal strengths and preferences, as well as areas for development, the assessment will match candidates to one of eleven work styles. 

Knowing a candidate’s work style will help you assess whether an individual has the potential to be a good fit for the team and your company culture. 

Once you have narrowed your pool of candidates down to a shortlist, you’ll find that there are fewer, yet higher quality, individuals to interview. 

Interviewing fewer candidates will mean you’ll need less time to interview suitable candidates, which is great news since 33 percent of job seekers say that delays in scheduling interviews are the most frustrating part of applying for a job. Starting with fewer candidates on the interview shortlist will mean speeding up the hiring process. 

Understanding candidates’ work style and whether they have the potential to be a good fit for your company, will help you speed up the hiring process and ultimately lead to losing fewer candidates as a result of a hiring process that’s just too long. 

New call-to-action