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Many companies lose great talent because of their hiring process. It's simply too long, and they don't get it. In 2019 I went through one of these long hiring processes with a well-known tech company. On month 5 it still kept going. Tests. Interstate flights. Coffees with every team member. Presentations to the leadership team. It felt like I was sending a rocket to Mars. But it was a simple sales job. Then another company interviewed me and hired me in under a week. So the big tech 5 month hiring process ended. They were upset with me. "After all of this you're not going to join us?" "No." The hiring process should take no more than 2 weeks. <<<>>> ✍️ Have you been part of a slow hiring process? ♻️ Reshare if you found this helpful.
A long hiring process can be a huge red flag. It often shows a lack of efficiency and respect for the candidate's time. Streamlined processes not only attract better talent but also set a positive tone for future collaboration.
I've had the whole range - from one ten minute interview to two weeks for four interviews to 7 interviews over two months to (most recently) four interviews over a month and then nearly a month to hear that the role was going to be put on pause. And the job seeker has no recourse but to accept that 'this is how it is'. I don't even know what the truth is anymore - is the delay a tactic, is the economy in worse condition than it seems, are they just disorganized, and of course, the omnipresent worry in every job seekers' mind - did I do something along the way to 'lose' the job? It's rough out here and I don't see it getting better until there are either industry standards or businesses voluntarily make a choice to do better. <shrug> I wish I had the answers!
This seems to be a trend in post recently. A few things I know to be true. 1) More interviews does not guarantee a better hire 2) Time kills deals, good candidates get lost in lengthy interview processes. 3) Anytime you get 3 leaders involved in the interview process 1 will want to hire, 1 will want another interview, 1 will say no way. 4) more interviews does not guarantee a better hire or less turn over. KISS
Amen to that. It happened to me. I literally became someone’s .. who knows… 2nd, 3rd, 4th, or even 5th choice just to get a in person interview. My passion is Safety/compliance/risk management, ect and because I have not done it religiously in 10yrs…. My military days, I get passed up. It’s frustrating. I gave 20yrs to our country and served in many management/OSHA/safety/compliance positions…. Leadership and all, yet I get passed up. I started doing my OSHA certs again and have done OSHA 10 and 30 out of my own pocket. I want to advance my knowledge and certs but because I’m paying out of my own pocket, I just don’t have the 500-1000 or more for the class and currently where I’m employed, they don’t offer TA so I am on my own. So, yes, I still stay motivated and trying to always make changes to develop my KSA’s in hopes I can land a career opportunity, and not just another job.
My experience of past interviews: Experience #1: - First interview was on a Wednesday, - second interview on Friday and offered job on Monday. Experience # 2 was by far the most efficient. - I was interviewed at 11am and was offered the job while I was heading back home after the interview.
I agree however sometimes background checks (third party police checks) can take up to six weeks to get back to us. We can't do anything to help it.
No such thing as 2 weeks and you get an offer. Hiring is taking months and even then you might not get an offer.
I'd like to hear more about the 2-week process. We generally run about 1 month, mostly because of scheduling conflicts. But, staying in contact with the candidate and ensuring the hiring team is helping to move the process along, is key! I always review our interview process in my first interview with candidates and set expectations from the beginning, letting them know I will be here to help throughout the process.
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1moMy recent college grad daughter has been in the interview process for over a month now with an organization that needed someone "yesterday." It's practically a minimum wage job. It's not just the time involved - it's the "holding hostage" a good candidate with empty promises like "your our pick but we have to get it approved..." "We promise to let you know personally..." then crickets. She's learning fast.