The Link Between Lengthy Hiring Processes and Candidate Drop Outs

The Link Between Lengthy Hiring Processes and Candidate Drop Outs

The Digital Marketing talent landscape is more competitive and more demanding than ever, with clients in my networking competing for the top talent across PPC, Paid Social, and SEO in particular. It’s becoming harder to attract and retain candidates.

One thing I have noticed with the candidates I am working with is, rather than just interviewing with 2 – 3 companies at a time, they are now interviewing for sometimes up to 10 different businesses. Businesses that are hiring are experiencing a higher number of candidate dropouts and the most common bit of feedback I am getting is that the interview process is too long or there are too many interview stages. My conclusion here is that businesses who have lots of interview stages are at a higher risk of losing candidates.

Recent examples of this include several of my candidates interviewing at multiple businesses at once. On separate occasions one of the businesses, they were in process with, extended an offer after 1 stage. The companies who had insisted on a 3-stage process lost those candidates immediately.

Companies have long been conditioned to do 3-4 stages in digital marketing, especially agency side, however it’s become clear that if companies want to successfully fill these roles and drive forwards their marketing delivery, they have to adapt to these new ways, or they will be constantly losing talent to competitors.

Not only that, but businesses may also be tarnishing their reputation. 26% of respondents a recent survey said they would leave a negative comment anonymously if they felt like they were being strung along, potentially harming the chances for the company to attract top talent down the road.

Benefits of a Quicker Recruitment Process

Saves Resources

Streamlining your processes and refining your interview techniques to shorten the overall recruitment process saves on the number of human resources you have to assign to recruiting, researching, and screening candidates. Streamlines, 1 stage interviews save your staff’s time and reduces costs associated with the unfilled position.

Stay Ahead of Your Competitors

Top talent doesn’t stay on the market for long. Having a quicker recruitment process means you can invite top candidates to interview and extend offers quicker than your competitors. Speed is key in such a volatile market if you want to hire the best.

Improves the Candidate Experience

Having fewer interview stages not only saves time for the hiring business, but it also reduces demand on the candidate. Candidates likely have existing work commitments, and potentially personal or family commitments which they may need to work around. Therefore, reducing the amount of time that the candidate has to spend travelling to and attending interviews is a bonus for them too. It shows consideration and therefore gives them a positive impression of your business.

Providing quick feedback also helps build a good reputation and will leave a positive impression on candidates, even those who aren’t successful.

Risks of a Lengthy Hiring Process

·??????Faded enthusiasm from candidates: nearly 25% of candidates lose interest in the company if they get no answer within a week after the interview. Another 46% of candidates lose interest if there is no status update from one to two weeks after the interview.

·??????Wasted money and resources

·??????Candidates are more likely to drop out of the process

·??????Companies’ productivity may decline due to waiting for missing skill sets

·??????Lose out on top talent to other businesses

Are you looking for exceptional Digital Marketing Talent?

94% of the time, hiring decisions remain the same whether the candidates were interviewed 2, 4, or 12 times. This research suggests that exceeding four interviews is likely to lead to interview fatigue. It’s much better to have fewer stages, with thought out, carefully designed processes in place that allow companies to really evaluate candidates thoroughly and fairly, without spending too much time doing so.

If you’re looking to hire exceptional digital marketing talent and need support with sourcing, attracting, and hiring and the best on the market, please get in touch today.

As the specialist Digital Marketing Recruitment Specialist and Headhunter at Maxwell Bond, the award-winning digital recruitment agency, I have access to exclusive networks of passive and active candidates, as well as resources and data on market salaries, talent drivers, and ways to improve employer branding and candidate experience. For a free, no-obligation chat, on 07860156009 or email [email protected]