I spoke with a candidate today – that told me that he has been interviewing with the same company for several weeks now. He spoke to the HR contact (3 times); then went in for an interview with that same HR person, and has yet to meet with the hiring manager; or in his words, “anyone who really knows anything about the job.” This process has taken 3 weeks!
While it is a buyer’s market – and employers hold all the cards (at least for now), I encourage employers to move the process along as quickly and efficiently as possible. Candidates are most excited about a job when first exposed to the company and position. The more time that lapses between initial conversations and hiring decisions, the more the candidate begins to think that the company doesn’t have its “stuff” together.
When a candidate has to wait to get a decision on moving to the next step for a couple weeks – they begin to think that you are:
a) not serious about filling the position.
b) not really interested in them and are stringing them along until you find someone better.
c) are completely unorganized and forgot about them already.
So, once you start the hiring process, keep it moving. And, if something changes – and you have to put a halt to the recruiting for a bit, the job is on hold, you have hired internally, or any number of crazy things that can happen – communicate with the candidate.
Candidates who receive consistent communication (even if it’s “I haven’t heard yet,” “the hiring manager has been sick,” OR “we are still interviewing other candidates”) feel that they know where they stand and are a respected part of the process.
Don’t just leave it hanging. It casts a poor impression on you, your company, and the employment brand. I guarantee you that they will tell two friends, who will tell two friends…and it will make it even harder to hire the right person next time!
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