Candidates just can't work out why recruitment processes take so long. It is really worrying that, according to a recent survey by Robert Half, 58% of job seekers are accepting a second choice offer because they are waiting too long to hear from employers.
The reality is that bad planning and poor communication are the main reasons to recruitment process delays.
Too many recruitment processes are started too quickly because a company is in panic after the resignation of a key employee. Like you would plan the investment in some capital machinery, you need to take a step back and create some real thinking time to understand what you really need. Do you really need to replace the role? Do you want the same again? Knee jerk reactions without thinking about your employee requirements against your vision and strategy usually result in either a long or cancelled recruitment process. Even worse you recruit the wrong person quickly!
Get the key shareholders together to brainstorm your requirements. Create a robust job specification and ensure you all agree on the role and the type of candidate you want to attract to it. Consider what the best way to identify and attract the right candidate is. Is there an internal option?
Once you have agreed on these 2 things you can thing create a project plan with milestones. This should include your full recruitment process including when the key shareholders are available to interview. Block the interview times out in your diaries and don't let anything stop them from happening. Candidates are your next customers. Treat like them like they are.
Candidates are usually fine and understanding if you let them know your plans and what to expect. It all goes wrong when silence ensues. By planning well you are able to communicate well. Treat candidates with respect and get dates in their diaries too. There is nothing worse than them being expected to drop everything to fit in with you. Reflect your company culture in the recruitment process and create a customer experience that you would expect and be proud of.
Getting this wrong could damage your employer brand, prevent you from attracting the candidates you want and ultimately slow or prevent your growth ambitions.
Here is another article on creating a slick recruitment process http://thoughtleadership.collingwoodsearch.co.uk/post/102evq9/want-to-attract-outstanding-talent-your-recruitment-process-needs-to-be-slick
Recently, I’ve read several articles about the length of recruitment process. According to a recent survey by Robert Half, in the UK, 58% of job seekers are accepting a second choice offer, after waiting too long for a response on their first choice application- a number which increases on a global scale to 68%. That’s 6,120 of the 9,000 people surveyed!! As an industry, we’re seeing the increasing introduction of more and more technology to assist with the recruitment process, from AI to Robots conducting interviews to webchat and virtual Assessment Centres. Yet, for some reason length of process is still problematic.