Frustrated candidates look elsewhere so 'streamlined' process needed, says expert
Hiring someone can be an elongated process from the time the job is advertised through to day one.
But employers who take too long may be disappointed to find out that the candidate has moved on and either accepted an offer elsewhere or has decided to stay put in their current role.
A Talent Board survey has revealed that 55% of candidates wait less than a week between their last interview and job offer before they move on.
And 34% of candidates were still waiting one to two months (or more) to hear about next steps after they submitted an application — 48% higher than in 2021.
“There is no real ideal length between interviewing and making a job offer — an employer should be moving through the process as quickly as possible,” Narmie Thambipillay, recruitment and human resources specialist consultant, said.
“The key is to communicate with the candidates and let them know what is happening. That way, if the candidate is interviewing elsewhere or if their situation has changed, they will be able to let the potential employer know as well.”
Three in five (61%) Australian employers have had a candidate request an unrealistic salary in the past 12 months, according to a separate survey.
‘Streamlined hiring’ recommended
This may seem harsh given that employers may have to wade through in excess of 100 resumes, and it is not only the human resources department who has to read through them but also a relevant person or even people in the area where they may be working.
“If the hiring process goes beyond two to three weeks without any communication or updates to candidates, it may be too long,” Isaac Robertson, CEO of Total Shape, said. “This can cause frustration for candidates and may lead them to accept offers from other companies.”
Robertson believes that they key is to have an efficient hiring process where every avenue of the procedure is accounted for.
“Having a streamlined hiring process in place can help ensure the transition is as smooth as possible,” he said. “This can include having clear job descriptions, efficient interview processes, and a system for tracking and following up with candidates.
Once you have made the job offer, you need to have a clear communication plan in place to ensure the new hire feels supported and has the resources they need to be successful, Robertson said.
“This can include regular check-ins with the new hire and providing them with access to necessary tools and resources.”
For the second year in a row, candidate resentment (a measure of how negatively job seekers rate their candidate experiences) has risen around the world, according to the Talent Board survey, specifically in the regions of EMEA, APAC, and Latin America. In APAC, it rose 17%.
Bringing the right person onboard
Before making a job offer, companies need to consider whether the person is the right cultural fit for both the company and the team they are going to work in, Thambipillay said.
“And even if the person doesn't have the exact skillset required, do they have the attitude to show they are willing to learn what is necessary to get the job done? If so, then they may be worth hiring if everything else matches up.”
After that comes the onboarding process, which needs to be thorough in order to encourage an employee to stay.
“Every employer and human resource department needs to have a solid onboarding process in place which should account for everything from the minute a candidate accepts the role,” Thambipillay said.
“It should include touching base with the candidate once they have resigned to make sure they are feeling okay, to keeping in touch during the candidate’s notice period, the first day on the job and throughout the first 30 days.”
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