In a slow market like we’re seeing now, it’s tempting to take your time with the hiring process. There’s more talent available, and a sense that there’s less pressure to move fast. It’s a reasonable instinct to make sure you’re seeing everyone before you decide. We get it.
But here’s what we’re hearing from candidates right now: the hiring process at a lot of Washington State companies has gotten so drawn out that strong candidates are dropping out or accepting other offers before an employer ever gets to “yes.”
Good candidates won’t wait
We’re talking with candidates who are going through four, five or even six rounds of interviews, then waiting several weeks before finding out a decision. What used to take two to three weeks is now taking six to eight, not necessarily because the role is more complex, but because companies think they have time to spare.
The reality is they often don’t. Good candidates are still getting multiple looks, even in this market. And every week you extend the process is a week your best option is talking to someone else.
And there’s another downside. When a candidate finally gets an offer after a two-month process, they don’t feel wanted. They might feel like they are the backup plan. That’s not how you want a new hire to feel when they join your team.
A tighter process, step by step
Here’s what we recommend to our clients:
- Post the role and let applications come in for one to two weeks. Then identify your top five to seven candidates and move them through the process together, all on the same timeline. Don’t draw this out.
- First and second interviews should be video. Good candidates are working and can’t keep taking time off. Video interviews respect their time and yours.
- Divide the interview work. Have one interviewer focus on technical skills, another on culture, another on motivation and growth potential. You’ll get better information and avoid asking the same questions multiple times.
- After each round, debrief as a group before anyone talks to each other individually. Reactions get muddied fast when people start comparing notes in separate conversations.
- Bring your top three candidates on site for a final interview. Then make a decision within a few days, not a few weeks.
- When you make the offer, call them. Have the hiring manager make that call if possible. You can address questions in real time, talk through a start date, and make the person feel wanted. An email offer is a deflating way to end what should be a good moment.
One more thing
If a candidate doesn’t get the role, tell them why. A brief, honest reason costs almost nothing and leaves a lasting positive impression. At the end of the day, these are people and they’ve put effort into this process. They want to know why they didn’t get the job, and your feedback will help them in the future.