With my extensive experience as a Recruiter, I have seen time and time again recruitment processes that drag on a little bit too long. I know what you might be thinking; here’s a typical recruiter trying to earn a quick buck and get a bum on a seat but please, hear me out.

I believe in a thorough interview process, with my preference being two stages to ensure both client and candidate are fully satisfied with the match and that the placement will last. I’m also a big advocate of a collaborative hire, getting your team involved even if it’s for a quick ‘hello’. But, what happens when the recruitment process is longer than expected? I have seen this several times; unfortunately, it’s been detrimental to the recruitment campaign.

Instead of just noticing this trend, I have outlined my top tips for hiring managers to ensure your recruitment process runs seamlessly and you secure your preferred candidate promptly:

1. Strike while the iron is hot – It’s important for you to act quickly right from CV stage. If you take longer than 48 hours to review a CV, you risk losing that candidate. No matter how interested a candidate is in your role, their head is very turnable.
2. Try not to lose momentum – It can be difficult to ensure all relevant parties attend every stage of a hiring process. However, it is important to ensure that if holidays do fall part way through, this doesn’t slow you down. Taking too much time could plant seeds of doubt into a candidate’s mind. Other roles may also be shared with the candidate whilst they are waiting.
3. Make your decisions quickly – Once you have completed your interviews, try to feedback within 24 hours. Any longer and it is going to reflect badly on your business. You may seem disorganised, or worse, indifferent to the candidate’s time and efforts in preparing and attending the interviews.
4. Think about your current team – A vacant position within your business will naturally lead to increasing the workloads of your existing members of staff. When you successfully hire, this may not be the best first impression for your new starter; a burnt-out and disgruntled team after you have worked so hard to secure your preferred candidate. A shorter recruitment process will take extra pressure off
5. Setting the tone with a strong induction with relevant parties is vital. However, delaying their start date due to holidays for example may cause a problem for your chosen candidate. You are risking them being exposed to other opportunities whilst they are waiting to start.

Remember, interviews are a two-way street. No matter how amazing your business is, you must relay this and ensure your preferred candidate is bought into you and your business. This includes being mindful of your recruitment strategy and timelines. Candidates will likely be exploring other opportunities so don’t let your recruitment process slow you down and stop you from securing your perfect candidate.