hire managerswill often go above and beyond to recruit the complete candidate . They ’ll sift through dozens ofresumesbefore inviting possible employee in for an interview , and they ’ll often request follow - up meeting , additional character reference , and mold samples before making a net decision .
This lengthy approaching might seem overbold to managers , butaccording to Business News Daily , it ’s actually take a crap them lose their safe applicants . If a company wants to snag the most qualified person for the job , they need to act tight — or else the interviewee might get impatient and go body of work for someone else .
Human resourcefulness consulting firmRobert Halfrecently hired an independent research firm to follow more than 1000 U.S. office prole . Their main finding , they said in anews handout , was that 57 percent of worker count a long wait after an consultation to be the most frustrating part of the hiring process . In many instances , it even turned them off from a task altogether .
near a quarter of workers surveyed report lose interest in a firm if they did n’t hear back within one week after the first audience . This number uprise to 46 percentage if they received no reply one - to - two weeks after the initial coming together . Meanwhile , 39 percent of respondent state they would seek other positions if face with a lengthy hiring procedure , and 18 pct said they would remain at their current line .
A drawn - out recruiting mental process does n’t just frustrate task candidates : It also reflects poorly on a company , Robert Half found . Thirty - two percent of federal agency actor said that waiting around for an pass made them sceptical about an organization ’s ability to make other important decisions .
" The hiring procedure provides a windowpane into the overall corporate culture , " Paul McDonald , fourth-year executive director of Robert Half , say in a news release . " If people finger their vocation potential will be stifled by a slow - moving organization they will take themselves out of the running game . "
To annul losing prospective employees , Robert Hall said , commercial enterprise should tighten up up the recruiting process . They should know on the dot what they ’re face for , set up a hiring timeframe , and verify all director are on the same Sir Frederick Handley Page .
Robert Hall also advised companies to streamline the interview process , and to conduct initial screens via Skype or FaceTime before calling applicants in for an in - person session . Once handler are ready to receive candidates in soul , they should schedule all interviews on the same day for efficiency ’s sake , and ask for immediate feedback once they ’re done . ( Of of course , with multiple schedules to account for , this might only be possible in a perfect earthly concern . )
Perhaps most significantly , employ director should update campaigner on their standing , Robert Hall say . They should evidence them when the company expects to make a decision , correspond in if anything exchange , and once it ’s time to submit an offer , make it verbally . That way , the company wo n’t waste anyone ’s time — or for that matter , their own .
[ h / tBusiness News Daily ]
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