It goes without question that hiring managers in nearly every industry are finding it more difficult to fill roles with top talent. Part of the reason stems from external factors that make it harder to locate the right candidates when there are so few of them available. However, the lion’s share of recruiting difficulty arises from internal factors related to the hiring timeline. The average hiring process has stretched to 23 days, an eternity in high-demand fields. There are many risks associated with a long hiring process, but luckily, many solutions exist.
A Long Hiring Process Is Counterintuitive
Lengthy hiring timelines are a common self-inflicted pain point that reduce efficiency and innovation in an organization. At the most basic level, the more time spent in the hiring process means the more time competitors have to swoop in with their own attractive offers. It’s one thing to lose exceptional current employees to a competitor, but a different animal altogether to lose talent before you can even hire them. Recruiting is truly an arena where the early bird gets the worm.
A long hiring process also sends the wrong message to candidates, as a survey found 57% of job seekers report that the most frustrating part of the process is the long wait after an interview. Further, 23% of job seekers lose interest in a role within just one week if they don’t hear back from hiring managers, and 46% lose interest after two weeks. Without an offer or any communication, candidates are likely to assume that the potential employer has lost interest.
Worse, 32% of candidates found a long hiring process made them question the organization’s ability to make other decisions, which in turn hurts employer branding. This timeframe is not just for vetting talent, but an ideal period to sell the position. It’s counterintuitive to maintain a long hiring process, as the longer it goes the more it hurts your ability to make a hire.
Consider the Type of Position
Rigid, one-size-fits-all hiring funnels that all candidates travel through are a glaring inefficiency for many companies. There’s no reason to reinvent the wheel with each candidate, but the hiring process must be adapted to the type of role. When hiring a contract employee, the hiring timeline must be faster than when hiring for a permanent position. Likewise, hiring an entry-level role should not take as long as hiring a manager or other high-profile position. Consider the type of position at the outset to avoid spending more time than absolutely necessary.
Fully Prepare for Interviews
In order to present the most streamlined experience to candidates, it’s necessary to take care of internal housekeeping activities completely before involving them. Successful companies don’t interview or even advertise for an open position until they:
Streamline the Interview Process
The actual interview process is where some of the biggest slowdowns occur. In an effort to be as nimble as possible and shorten the timeline for candidates, there several tactics to consider:
Fixing a Long Hiring Process
It’s already hard enough to find great talent, so there’s no reason to make it even more difficult by sticking with a long hiring process. Making an effort to strategically examine, shorten, and streamline each step will provide a boost to recruiting and encourage a stronger flow of talented new hires into your organization. And for those overwhelmed by the prospect of overhauling hiring procedures, Highmark is here to help.
Prefer to bypass hiring headaches and have the best talent delivered right to your door step? Reach out to us today.
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