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Are Long Hiring Processes Impacting on your Ability to Attract the Top Talent?

Posted by: Mark Brown

In recent media coverage an Australian company seems to have set a new standard in long interview processes with applicants having to undergo over 22 hours and eight stages to get hired. This process involves 4 interviews, up to 10 reference checks and also a body language assessment!

In an online interview, the company’s CEO explained the extreme level of interviewing, citing their previous, already strenuous, processes had resulted in regularly hiring the wrong type of person for the company, resulting in wasted time and doubling up on recruitment in many cases.

What the Australian company are now seeing from their enhanced interview process is they’re now finding the right candidate first time in 80% of cases, before it was maybe 25% so for them this very structured process has been a resounding success.

While they have seen a hugely positive impact on their recruitment – does this long hiring process put many job seekers off? In the current talent scarce markets of Mining, Oil & Gas and Energy, this is the last thing that businesses should be doing. It’s worth considering some of the negative impacts that can result from long-winded or slow hiring processes.

The best candidates will secure work with your competitors

Speed of recruiting is key when you are competing against other companies for “in-demand” talent and scarce skills within the Mining, Oil & Gas and Energy sectors. You have to act fast - if you don’t, your competitors will!

Slow hiring won’t result in securing the best matches for your business

Taking more time to make a decision on who to hire results in the best talent being recruited, according to some. The theory behind this thought process is that plenty of time has been allocated to gather and analyse information on all the shortlisted candidates. Point 1 comes into play again here as the individual you choose could be someone who has already been snapped up by the competition in the current war for talent. You then end up in a situation where you either recruit someone who does not tick all the boxes you require, or its back to the drawing board.

Your revenue and productivity could be adversely affected

If positions are vacant for extended periods of time, this is proven to have a negative impact on the business and potentially on the staff who will have to cover the responsibilities of the vacant role.

You could see a reduction in candidate applications

With the immediacy of social media so prevalent now, brands can get negative publicity very quickly – a few disgruntled candidates could damage your external employer brand image.

What do you think – is 22 hours excessive as an interview process? If you regularly hire staff, do you believe in thorough processes or focus on gut instinct after one, maybe 2 interviews? And if you’re a job seeker – do you get disengaged with a company if their hiring process is too long winded?

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