In a market that competes eagerly for highly skilled talents, a delayed recruitment process can cost a lot for the business.

The highly demanded digital experts often receive several invites for selective processes, and once they are in a job hunt, they won’t attend exclusively to your selective process.

In a context like this, taking too long to recruit opens the way for other companies to send the candidate a proposal, and you can lose the best candidates for your open position.

Effects on candidates

According to Robert Half, the main sources of frustration in selective processes were pointed out as the slow return to inform the candidate about its position in the process (46%), followed by being submitted to several interviews for the same company (40%) and the lack of communication about the next steps in the process (39%).

Taking a long time to make a decision was pointed out as the main source of frustration in selective processes by 37% of respondents.

Main dangers of a too-long recruitment process

The cost of the vacant role

According to ManpowerGroup, with an annual salary of $150,000 and a productivity multiplier of 2,230 working days per year, the cost of a position left open would amount to $95,217.

The costs with lost revenue and the effect that an open position will have in the company’s engine are way higher in comparison to filling the vacancy.

Damage the company’s reputation

Taking too long in the selection puts the company at risk of being known for its exhaustingly long recruitment process.

If this happens, it gets harder to attract qualified candidates, since the best ones won’t consider your selective process reliable enough, and will find other alternatives to get a new job.

Candidate experience declines

Professionals tend to face poor candidate experience as a signal that the employee experience itself won’t be any better.

As a first impression, the recruitment stage is a form to make talent want to be part of the company. A delayed process can make candidates anxious and confused, worsening their experience.

Candidates lose interest

If the candidates spend too much time without hearing from you about the selection process, they will stop expecting an answer at all and will make their job search somewhere else.

Even if your vacancy was the right one for them, after too much waiting, the anxiety and expectation will give place to the lack of interest in the process.

Especially for highly demanded professionals, there is no reason why they would stick to your lengthy recruitment process if new opportunities come across them.

How to make the process agile?

Understanding the consequences of a long recruitment process won’t make it easier to speed it up, though.

It’s a delicate moment that involves several areas in a company and touches the strategic part of the company. It’s hard to find the right candidates, and it takes time to make a decision.

The Agile technique we use at The Bridge designs the recruitment in an easier and quicker way, structuring the process and enhancing the time to close vacancies of all kinds.

Interested in adding new digital talent to your team? We can help you fill your open positions quickly! Talk to us here.

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