It sounds like a ridiculous thing to be celebrating, but one of our candidates has genuinely been offered a first interview, second interview, and then received a job offer, all in ONE week!

Why don’t we cherish this moment and make mention of it!

Well, in this day and age of multiple hook-ups between employers, recruiters, and candidates, there is a trend towards incredibly drawn-out recruitment processes that the top talent are rebelling against. They are accepting roles that illustrate the employer’s demonstrable decision-making and enthusiasm towards hiring the candidate.

Have a look at this candidate journey with another company looking to hire a mid-manager:

1. Apply for the job.
2. One-week wait with no response.
3. Email from talent manager (TM) booking a call in three days’ time.
4. First interview with TM – 45 minutes discussing the candidate’s CV but minimal information about the role.
5. Three days later, an interview booked in with HRM via email.
6. One day before interview, details of the competency-based interview with HRM arrives via email.
7. One week later, following the interview with HRM, after three phone calls to TM, interview with line manager, and MD, booked face-to-face for the following week.
8. One week later, after that interview, following what seemed to be a positive meeting, no contact.
9. Taylor Hawkes call candidate with opportunity and potential call with HRM the next day.
10. Two days later, following this interview, meeting booked after great feedback with owner of business.
11. Next day, offer made to candidate who gratefully accepts. All in one week.
12. Candidate contacts TM of first job to inform that they are dropping out of the process. TM expresses disappointment as they were just about to send a psychometric evaluation to the final three candidates in the system.

A four-week recruitment process says this to the candidate:

• We do not value you, as it is so impersonal.
• Process is the company’s priority over securing rare-to-the-market candidates.
• The typical staged recruitment advertising process, whilst fair to all, is not always effective in a market where candidate shortages exist.
• Long-winded recruitment processes do not always sweep up the very best candidates.

Our maxim at Taylor Hawkes and advice to employers is:

• Work fast and make recruitment a priority.
• Ensure recruiters are aware of your requirements and set high standards.
• Engage with recruiters and candidate at all times. Communication is key.
• Never assume ‘if the candidate wants this job, they will stay in the process’. They won’t.
• If the hiring decision is made speedily, follow up with further candidate meetings to assist in the onboarding process.