Job Finder

Let’s get straight to the point, not only can a slow hiring process drive away top candidates, but it can also add pressure to your existing workforce and business objectives.

 

The average hiring process in the UK takes 27.59 days, according to HR Magazine. However, 54% of businesses have previously lost out on a qualified candidate because their hiring process was too long. According to officevibe.com the best candidates are off the market in 10 days. Yes, you did read that correctly, 10 days!

So, how can you make a confident and timely hiring decision that gains the right outcome for your team and business? Here we take a look at how to achieve a successful hiring outcome:

Before starting the hiring process, it’s important to get together with your team and define the hiring need. At this stage you may also want to consider reviewing the hiring process. This can help eliminate any unnecessary lengthy steps which may put candidates off.

Having a clear idea at the start of the process will ensure the new hire will reflect your proactive and considered approach.

Knowing who you want and what you want them to do in your organisation will result in the ability to create or re-examine the all-important job description. The job description is a crucial part of the hiring process that can often be overlooked. Not only does a strong and well prepared job description ensure you attract candidates with the desired skills, experience and qualifications identified, it can also act as a sound performance evaluation indicator after you have made a successful hire.

Improve the efficiency of the hiring process by creating a timeline and schedule. Consider these three questions when deciding your timeline and schedule: What is the average time to fill? How long should the hiring process be? And how long are candidates typically on the market? Creating a benchmark will help you and your hiring team focus on the steps you need to take to reach the end goal.

Lack of communication in the hiring process can lead to negative perceptions of an organisation and may quickly disengage candidates. To keep the hiring process moving, always let the candidate know when they may expect to hear back from you or your recruitment team. It’s important to recognise that while silence may mean that you and your team are working through the process and making decisions, a candidate make take this as a negative outcome and become frustrated. This could lead to other opportunities becoming more favourable.

Strong internal communication is key to a faster decision making process and by providing your hiring team with the right information at the right time can lead to faster hiring. Aim to collect feedback as soon as possible from all parties involved and keep the team up to date with any changes to the timeline or schedule. Make sure all team members are fully briefed and understand their role in the process.

Finally, skilled candidates are increasingly growing in demand and will, most likely, be approached with other opportunities whilst engaging with your organisation. Therefore, once you have a candidate in mind, don’t wait to notify that applicant or you risk losing out.