Do you lose out on top talent during the recruitment process because of this number one job seeker frustration? Or are you known for this 'solution' tactic?
The biggest frustration as a recruitment consultant is seeing a company lose their top candidates due to delays in the hiring process. These delays are often unavoidable; decision makers have their own roles and duties, they are travelling globally, or they have internal steps they must take before they can start the interview process.
During this time the tendency from many is to “go quiet” and cease communication until the employer is ready to move. This is a big mistake - and guaranteed to leave the candidate feeling deflated. Changing jobs is one of the biggest things a person will do in life and doubts can creep in the longer a process drags on. Communication is key to keeping the candidate warm and engaged in the process.
I specialise in recruiting ERP professionals where the jobs market is jobs rich and candidate poor. The attitude that candidates will wait for a company if they really want the job will leave many employers wanting. How a company manages the down time between the stages of the hiring process can often be as important at the actual interview meetings in attracting a candidate.
As a recruitment consultant my role is often to tell candidates there is no news. It can be frustrating for candidates. It is often more appreciated when I can explain the reasons for delays and give a lead time for the next update. It’s essential to a successful process to keep candidates informed.
A candidates’ impression of a company is shaped by the recruitment process. Their time is equally valuable to that of the hiring managers. An apparent lack of interest is extremely off putting for candidates and they will often assume that is how a company treats their employees. It is no longer acceptable to tell a candidate you will have feedback in a week and leave them waiting for over a month. Candidates tend to assume they are being held as second choice and lose interest.
The easy solution is to keep in regular contact. It’s not just good business practice but good manners and shows candidates that they are valued. In my experience it makes a real difference to whether the preferred candidate will accept your job or go to a rival.
Feel free to reach out to discuss your hiring process and how to make improvements so you can ensure you stand the best chance of hiring your first choice.