How to Lose a Good Job Candidate

­­How 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.

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

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.

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

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.

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.

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.

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.

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.

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