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HIRING

How to lose a job candidate in 10 (business) days

Competing for a job in today’s market is challenging enough, and 2021 research from global staffing firm Robert Half shows there’s another hurdle for candidates to overcome: being breadcrumbed—or strung along—by employers.

Nearly 4 in 10 (39 per cent) of senior managers surveyed said their company is taking more time to hire in the current environment despite having access to a deeper talent pool. When asked to reveal how they keep candidates engaged during the hiring process, common responses included scheduling multiple rounds of interviews, conducting skills testing and keeping applicants busy with online training.

Candidates won’t wait long

In a separate survey, 72 per cent of professionals said they lose interest in a job if they don’t hear back from the employer within two weeks—or 10 business days—after the initial interview. That number jumps to 87 per cent if there is no status update within three weeks.

“When employers unnecessarily draw out the hiring process, it can be extremely frustrating for job seekers and some may drop out to pursue other opportunities,” said David King, senior district president of Robert Half. “Hiring managers need to move quickly and be transparent and responsive to candidates—from their first point of contact until a timely hiring decision is made—to secure the best talent.”

Workers also revealed what they would do if they felt they were being breadcrumbed by hiring managers:

  • Ghost the employer and drop out of the process: 48 per cent
  • Blacklist the company and refuse to consider them for future opportunities: 44 per cent
  • Leave a negative comment anonymously on review sites: 24 per cent
  • Vent about the experience using personal social media accounts: 16 per cent

“Companies with long and arduous hiring practices open themselves up to negative consequences, including online complaints that can damage their credibility,” added King. “By creating a positive recruitment experience, organizations can avoid losing skilled candidates while strengthening their reputation as an employer of choice.”

 

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