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A long-drawn-out recruitment process can be viewed as a sign of business inefficiency and ultimately negatively impact productivity, employee morale and of course, the candidate experience.
Ultimately, having a slow hiring process usually means you’ll end up hiring twice!
Continually nurture talent
Over recent years, technology has progressively sped up the application process. Options to apply via Linked-In and instantaneous ‘click to apply’ links enable candidates to upload their CV immediately. These developments have contributed to creating a candidate-driven market. Candidates can easily apply for multiple jobs in minutes, which further reinforces the need for businesses to develop relationships with strong candidates before they begin to hire. Relationship management and nurturing talent can be vital to securing the best people for your organisation.
The first way of doing this is to search the talent pool before you need to tap into it, encouraging people to express an interest in job opportunities so you have a resource to draw on quickly. For example, if you know you will be hiring for a HR Business Partner within the next three months, begin to reach out to people and build relationships with HR leaders. You can’t always blame a weak applicant pool for a slow hiring process, especially if you aren’t nurturing talent and keeping your finger on the pulse for when you need it.
Another great way to nurture candidates is to continually improve your employer branding. Building rapport with potential new employees and promoting your workplace works to your advantage when you do look to hire, as candidates are already aware of your organisation and have some sort of connection with your brand. You can also do this by capitalising on your biggest and best advocates, your employees. If you provide a positive employee experience, they will champion your brand and sing your praises, which in turn will attract fantastic candidates.
80% of HR leaders say employer branding has a significant impact on their ability to attract talent.smallbizgenius
The one that got away
In a highly competitive marketplace, one company’s slow hiring process can work to another company’s advantage, so don’t risk losing the interest of candidates who are in high demand. If the talent you are looking for is active on the market, they are likely to attract other offers. The longer the recruitment process takes, the more frustrated candidates become, hence why it’s important to move quickly.
60% of candidates have quit an application process because it took too long.recruiterbox.com
It’s all about efficiency
If you’re head-hunting a candidate, you can be certain others are too. Get in first before the competition takes the top talent off the market. Candidates who are quick decision-makers view slow hiring decisions as an indicator that business decisions will also move slowly. It suggests a lack of innovation in the recruitment process and if that’s the candidate’s only experience with a company, they’ll have a less-than-positive impression of what it’s like to work there.
Top candidates are off the market within 10 days.recruiterbox.com
Slow hiring can hit revenue hard
When top talent enters the job market after working at the same place for several years, they may not immediately appreciate their market value. Being the first business to make an offer increases the likelihood that the candidate will accept. Whereas if the hiring process is delayed and other companies express interest in the candidate, the candidate will likely negotiate to get a better offer as they have more options. Whereas if you hire before there is any competition, you may be able to pay 25 percent less, than if you hire after the candidate has multiple offers.
The negative knock-on effect
A role shouldn’t be left vacant for too long. The result of an empty chair can have negative effects on morale, service, and retention. Either you are a person down, overloading your other employees, or relying on less experienced staff to fill in. Employees may begin to resent being asked to do overtime or take on extra duties. Moreover, long recruitment processes may cause people who have previously worked at fast-paced organisations to question the organisations’ business strategy.
There’s no need to take it slow
Don’t rush into recruitment if the candidate pool isn’t right. The job description, salary bracket or required specifications may need to be reviewed to get the process back on track. But if you get it right from the beginning and are ready to approach top talent, having a slick recruitment process will boost productivity, morale, candidate satisfaction and enable you to secure the best talent.
Author: Decland Wren
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