As the talent shortage gets shorter, the recruitment process has got longer. Glassdoor.com research featured in Forbes, estimates that the average length of the interview process has doubled in five years, from 12.6 days to 22.9 days. Meanwhile, the best candidates are on the market an average of just 10 days. It doesn’t take a mathematician to work out that this discrepancy is just not sustainable.
Part of the reason for the slowing down of the recruitment process is the increasing demand from employers for candidates to undergo more and more tests and interview stages. Screening methods such as group presentations, IQ tests, personality, security and drug tests each extend the hiring timeline. We have heard of 7 stage interviews and up to 45 people from the company involved in the interview process. An extreme example perhaps, but there is no evidence to suggest that lengthy recruiting times improves the quality of those who you hire and in our experience, the most talented candidates simply won’t wait around, as they will almost certainly have other offers on the go.
Imagine a Premiership football team waiting until just before the transfer window closes before advertising for a top player and then asking them to attend three interviews, a medical, psychometric test and a ball skills workshop. Then assess their chances of winning the league title with the team they managed to recruit.
The disadvantages of a slow hiring process are numerous and far reaching.
We have often heard the phrase ‘We’ve always done it this way’ but perhaps today is a good day to start the change, bolstered by the advantages listed below:
Hopefully, you will agree that it is in everyone’s interest to make the recruitment process as short and painless as possible. But how do you go about it? Here are a few suggestions:
The early bird catches the worm and always will and those companies who can prove their agility and adaptability to changing times will prove themselves to be the most successful and admired companies for employees, customers and candidates alike.
At Chapple we specialize in sourcing candidates in external and internal communications, employee engagement, change and business transformation roles.
Contact us on 020 7734 8209 for more information about how we can help you find the right people for your business.
At Social Hire, we don't just do social.
Our digital marketing managers are the wizards that can give you the insight you need to grow your business. Have you had enough of making difficult personnel choices that don't work well for your online marketing?
The social media marketing team in our company are the best in the business at helping our partners enhance their online marketing. We create and implement original social media marketing plans that help our customers accomplish their organisational objectives and build up their online footprint.
Our team are a company that helps our customers further their digital footprint by providing digital marketing on a monthly basis.
You might like these blog posts 5 Tips for Advertising on Facebook in 2017, 4 Factors to Consider When Selecting a Recruiter to Lead Your Search, Someone Important Just Quit-Here’s What To Do, In This Order, and 5 Ways To Promote Your New Facebook Page.