How to Lose a Good Job Candidate

­­How to Lose a Good Job Candidate

How to Lose a Good Job CandidateHow to Lose a Good Job Candidate

A protracted hiring process often has qualified job candidates questioning an organization’s ability to make quick decisions—and, consequently, accepting a position elsewhere.

Slow BurnSlow Burn

57% of workers said the most frustrating part of a job search is the long wait after an interview.

Lost OpportunityLost Opportunity

23% said they lose interest in a potential employer if they don’t hear back from the employer within one week after the initial interview, and another 46% lose interest if there’s no status update from one to two weeks after the interview.

Culture ConcernCulture Concern

32% said that a protracted hiring process makes them question the organization’s ability to make other decisions.

Hiring DeadlineHiring Deadline

39% said that a job hiring process that takes seven to 14 days to complete after the interview is too long, and 24% said 15 to 21 days is too long.

Best Practices: Make the TimeBest Practices: Make the Time

Commit to hiring as part of your strategic business plan and get all needed parties on board. Block calendars for interviews. Set reminders for timely follow-ups.

Best Practices: Boost AgilityBest Practices: Boost Agility

Review job descriptions and salary ranges to assess where you have enough flexibility to more rapidly bring on a strong candidate into an appropriate slot.

Best Practices: Streamline InterviewsBest Practices: Streamline Interviews

Conduct preliminary ones via phone, Skype or FaceTime. Then consolidate in-person interviews to one day—then get immediate feedback from all interviewers to determine interest levels.

Best Practices: Set ExpectationsBest Practices: Set Expectations

Make timelines for status updates and final decisions clear to candidates. If there are delays, give them a heads-up. Silence is often interpreted as a lack of interest or indecision.

Best Practices: Expedite the Offer ProcessBest Practices: Expedite the Offer Process

You can reduce “time to offer” by making a verbal commitment that is contingent on satisfactory reference and background checks.

Dennis McCafferty
Dennis McCafferty
Dennis McCafferty is a contributor to CIO Insight. He covers topics such as IT leadership, IT strategy, collaboration, and IT for businesses.

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