“Each click you save by continuing to chip away at process improvement over time all adds up to a quicker time to hire. It’s not always about the big projects.” CHARLOTTE EGAN, TALENT ACQUISITION OPTIMISATION & DATA MANAGER AT JOHN LEWIS PARTNERS
Take your sweet time to hire 70% of respondents said they had been ghosted by a candidate.
It’s a lot more likely that you’ve received radio silence from a candidate you were excited about. Which is a bummer, but there’s not much you can do about it.
HOW TO KEEP YOUR CANDIDATES
As we learned on day five, if you can’t win on benefits and salary, you can win on speed. Which feels like a bit of a paradox — going fast and getting a high-quality hire? Too often the hiring process feels like an unnecessary movie montage of infrequent check- ins and delayed decisions. There are obvious ways to make it faster and improve candidate experience while you’re at it, but what about the hidden gems? Speed isn’t just from automation. It’s from cutting bottlenecks, being transparent, and making your process as efficient as possible. The bonus? All the tactics on the next page won’t just help with your time to hire. They’ll improve candidate experience, keep hiring managers happy, and make your life easier. Win!
84 % of respondents said it took them longer than a month to make a senior hire
Or is there?
84% of the people we surveyed said it took them longer than a month to make a senior hire, and 16% said it took over two months. The bigger the company, the longer the hiring process. When candidates did tell them why they were dropping out, it was mostly because they’d found a better offer elsewhere. But a full quarter of candidates said that it was because the hiring process was too slow. We know it’s easy to make junior hires — just under two-thirds of them happen in less than three weeks. But for business-critical senior roles, it’s even more important to get it right the first time round and not waste time.
16 % said it took them over two months
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DAY SEVEN
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