No one wants to delay the hiring process. Frankly, if asked, hiring managers and candidates looking for jobs say that getting the job of their dreams takes far too long. Hiring, even in the tightest of labor markets, though, is a marathon (not a sprint).
Job postings become stale, searches tend to drag, offers linger and decisions work through the ecosystems of the Human Resources chain at, too often, a snail’s pace.
Delays happen and, often, for justifiable reasons:
- The net cast for candidates is wider in the tight labor market.
- Pools of candidates come into the process at differing times.
- Broader job descriptions to entice more activity.
- Job-seekers just “flirting” with the position.
- Expansion of interview process – often encompassing many rounds with different decision-makers.
Given the frequency with which we see delays, working through them is an important component – for hiring managers and job seekers, alike – to reach the end of any search with the ideal fit.
Dealing with delays is essential, here are our recommendations.
Hiring Delay-Dealing Dos:
Employers and candidates should be working at the same pace.
If the position is “hot”, an interview should be very clear, very early-on that anyone considered will need to be ready to move quickly.
If the process might linger, or an employee would have to provide a long notice period to their present employer, both interviewer and applicant should be completely transparent about appropriate timing. Do not assume that “a few weeks” means the same to everyone – be concise.
- Nudge them along.
If the hiring process begins to drag it becomes more important for an employer and candidate to stay top-of-mind.
Job seekers can send quick, update emails which confirm their interest, availability and perceived next steps. Hiring manager should ensure that high potential candidates are in the loop about the pace of their internal hiring process for the position.
Both should be careful, though, not to overstep and/or under-deliver. Employers should never place unrealistic timelines on themselves and candidates should not barrage a hiring manager with daily emails.
Hiring Delay-Dealing Don’ts
- Avoid fishing regarding the competition.
It may be tempting to ask about the employer’s pool of candidates or an applicant’s other interviews but resist the urge.
Whether you are a hiring manager or job seeker, displaying confidence is important in leaving any interview with a perception of the ability to perform – mentioning others feels more apprehensive and unsure.
- Check your frustration at the door.
If the delay in the process is upsetting, don’t let it show.
Nothing turns off a hiring manager than a “nasty-gram” from a candidate looking for an update. This behavior appears desperate and will typically have a rejection email soon to follow.
Frustrated hiring managers should avoid telling any candidate that they are growing annoyed with the length of the process. Instead, hiring managers should reiterate their desire to find the right fit, no matter the time required to do so.
Let’s face it, delays happen.
We see it daily.
No hiring process is perfect.
When delays happen to you – no matter the side of the table you’re on – be measured, calm and confident that, at the end, the pace to reach the end will be meaningless.
What matters, after all, is productive workers, working at a sprinter’s pace for the long term. The marathon everyone ran to get to that place will be a distant memory.
Need help finding qualified applicants? Are you losing good candidates due to an antiquated hiring process? Contact Goliath today!