A slow recruiting process is stressful for employers and frustrating for candidates. Yet, many companies find it challenging to speed up their hiring process. This is bad news is that the hiring speed often has the second-largest impact on hiring results (after referral hires).
Slow hiring decisions are harmful for several reasons. First, it makes it impossible to hire the best candidates because they’ll likely get a reply from your competitor, leaving you with mediocre hires. Mediocre hires result in subpar performance and eventual loss of revenue. It’s just a cascade of potential problems.
That’s why this explore will explore 6 top reasons that cause a slow recruiting process and how they can be combated.
#1 Hiring Manager Unavailability
The HR manager is responsible for sourcing the right candidate that will fit the company’s goals, culture, and contribute positively. That’s why the hiring manager is typically the direct manager for new employees.
If the HR manager is not available, the hiring process just remains hanging. To avoid this from happening, ensure that the recruitment plan is well-devised so that all decision-makers are available during the process.
#2 Shabby Hiring Structure
While it’s good to have very selective job criteria, it sometimes gets too far. An employee screening procedure will usually consist of these steps:
- Background checks like a national police check, credit card history, education verification.
- Reference checks
- Social media analysis
- Multiple interview stages
To help hasten up the process, ensure you streamline the process. A good strategy is to handle the application in batches. Thereafter, these batches can simultaneously go through each of the stages. At each stage, unqualified applicants are disqualified promptly.
#3 Large Candidate Pool
Having lots of people vying for a role is great for HR managers because it allows them to select the very best. However, filtering through the ocean of applicants to find the ideal candidate can be challenging.
To help with this, unqualified have to be eliminated promptly. Savvy HR professionals make use of basics like experience, position requirements, industry relevance, quality of the cover letter, and more to quickly weed out less desirable candidates. Only solid candidates should move to the interview stage. This helps to hasten the overall hiring process.
#4 Poor Position Breakdown by HR
A job description that’s not well-defined can result in a slow hiring process. For instance, having an overblown or unreasonable set of requirements will scare off potential interviewees.
That’s why the job description must be clear, straightforward, and not overbearing. Also, ensure that the responsibilities are related to one another. If the job description is well-defined, it will attract the right people and that will ease the recruitment process.
#5 Inefficient Interviewing Process
The Interviewing stage is typically the most important stage of the hiring process, and the hiring decision ultimately depends on the success of the interview. Unfortunately, it’s not uncommon for interviews to be conducted poorly.
Busy hiring managers might make use of generic questions lists that smart candidates already have well-prepared answers for. In the end, the amount of authentic information available for the interviewer is drastically reduced.
The problem can be further compounded when multiple people interview a candidate but they fail to coordinate properly. It can result in the candidate answering the same questions four different times, which is of no value.
To prevent this from happening, the interview questions and process must be well-planned, coordinated, and executed. Concretely knowing what you need from a candidate will help to quickly cut to the chase.
#6 Lack of Decision Making
After all the recruitment processes have been completed, the employer needs to pull the trigger to hire a candidate. Surprisingly, many hiring managers drag their feet at this stage. One major reason is because of the conceptual perception of the ideal candidate that HR managers and the executive team have. The simple truth is that there’s no ‘perfect candidate’.
The goal should be hiring a great candidate that can get the job done. Once such a person has been found, he or she should be promptly employed.
#7 Inefficiencies in Pre Screening Employees
Although many employers typically carry out background checks including police checks, education checks, criminal history checks, and more. However, a fact of life is that no system is 100 % efficient. And so, there’s a possibility that undesired applicants slip through the cracks.
Rescreening employees is a great way to capture crucial information that might have been missed out in the pre-screening phase.
Imagine an employee that lied about his/her educational experience, but for some reason, it wasn’t captured during the pre-screening check. Now, the employee cannot fulfill his or her responsibilities. The managers are baffled because the candidate looked ‘good on paper’ and was even screened. Rescreening can help employers capture crucial information that was originally missed out.
A few decades ago, background checks only involved police checks. But as time progressed, it became more comprehensive. This highlights the fact that screening requirements do change; either due to changes in the country’s law or company policy. It is important to ensure that current employees fulfill the current screening requirements for their particular role at every point in time.