Don’t delay the recruitment process

  21st November 2019       Lisa Orchard
 Accounting & Finance, Client, Company News, Engineering, Science & Space, Executive Search, Human Resources, IT & Software Solutions, Office & Commercial, Recruitment

No employer wants to make a recruitment mistake as there are well-documented costs attached to hiring the wrong person but taking an agonisingly long time to advertise, interview and make an offer can be just as detrimental.

Benchmarks from Workable in 2018 showed the average time to hire a candidate across the seven main industries in the UK (measured as the time between sourcing and the offered accepted) is 24 days. If your recruitment process exceeds this, here are three reminders why a succinct approach to candidates is compelling.

  1. You risk losing the perfect candidate

Not every candidate is between jobs or facing redundancy. Many will already have a position that they feel secure in, therefore they don’t enter into the application process with the same patience as others. While you may desperately want them to fill your vacancy, you risk the applicant dropping out if you don’t offer an interview or the job quickly enough. In fact, 23% of candidates will wait for just one week after an interview before losing interest, with 39% of candidates reporting that a recruitment process of 7-14 days is too long.

The same sentiment applies if you’re trying to snag top talent as they’re likely to be applying for multiple roles, be signed to an agency or they could be a prime candidate for head hunting.  If you recognise a really good fit for your vacancy, don’t delay in issuing an interview date or job offer, or your might find yourself pipped to the post or part of a bidding war.

  1. Delays can damage your brand

While recruitment delays result in an immediate loss of talent, a poorly-managed recruitment process can also cause long-term brand damage. Candidates who have been left hanging will take away the impression that the company is disinterested in its employees – that bodes badly for word-of-mouth reputation and the prospect of the candidate ever applying again.

  1. Your company will take a productivity hit

Drawing out the recruitment process means a vacancy is left unfilled and work isn’t getting done. If the pressure on a team or department builds, it could create an even bigger recruitment issue. Existing employees may leave due to under-resourcing – doubling the recruitment effort needed and the impact on productivity.

How to overcome a slow recruitment process

Metrics should be your best friend: you can task HR with measuring the time each step of the recruitment process takes to identify sticking points.

Milestones should include:-

  • time between a resignation or the realisation a new employee is needed and placing an advert or instructing an agency
  • time between the application deadline and a shortlist of candidates
  • time between first and second round of interviews
  • time between identifying the preferred candidate and the job offer
  • time between the job offer and start date

Once you have identified where the delays are, you can divert more resources to help quicken the process or review the current system you have in place. Why not consider a specialist recruitment agency? They can kick start your employment process, expose your job advert to relevant candidates who are actively looking and streamline the job of short-listing.

At Bond Williams, we value personal relationships – both with our recruiting clients and our candidates. With a detailed understanding of a company’s unique recruitment needs and an aim to personally speak with every candidate we represent, we can accurately match make to reduce the time it takes to fill a vacancy.

Lisa Orchard

Business Manager

Lisa has over 25 years recruitment experience in the Hampshire region and heads up our Southampton branch, based at Ocean Village. Her passion, energy and personable nature means she has built up an excellent client and candidate network who approach Lisa personally for all of their recruitment and job needs. …

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