Finding the right candidates for a job opening is just the first step. Companies that do not have processes in place to move quickly to secure the right candidates are missing out on top talent. We look at why and ideas on how to fix this.
The old adage “time is of the essence” is a concept that seems to have become lost on some companies when it comes to hiring staff. Failure to act quickly could result in candidates walking away, picking up other jobs or not being interested in interviewing if the client has a reputation for being lax in making hiring decisions.
Jenet Cennet Depke, Managing Director of JD’s Personnel, which has been operating for 33 years, says she is increasingly frustrated by companies that fail to respect candidates by making timely employment decisions. And they are doing so to their own detriment.
“Unfortunately, some clients have not yet recognised until it’s far too late that finding dream candidates is becoming increasingly challenging due to skills shortages,” Depke says.
“The creative industry particularly requires very specific training and experience, so sometimes it can take up to six months to find talent for certain positions.
“Sadly, some HR managers and management-level personnel responsible for hiring do not prioritise how critical their human resources are for their business. Etiquette, manners and consideration in business have waned enormously in the past few years, which is most disappointing.”
Depke (pictured right) says in her time in recruitment, she has seen a shift from clients responding “extremely promptly” to candidates and recruitment agencies to a point where “it can now take anything up to a few weeks for some clients to return calls”.
“In my book, clients should respond on the same day or no later than the following day,” Depke says. “Candidates who have excellent credentials and an impressive track record are applying for several jobs at the same time and the client runs the risk of not being able to hire the candidate if they decide to accept another job.
“In the case that a candidate is shortlisted for more than one position, a consultant needs to make the client aware and the client needs to be mindful that long delays in their decision making or response times could result in the loss of high-quality candidates. Communication is key.”
Depke says this kind of lax attitude also damages the client’s reputation with prospective staff and, in some instances, can mean the search for the right candidates needs to start from scratch as the delay in making a hiring decision has resulted in top candidates being snapped up by rivals.
“This becomes costly and frustrating for the recruiter, client and candidates alike.
“Clients delaying their hiring decision also impacts the recruiter’s business,” she says. “If the top candidate accepts another job, the shortlisting has to recommence again at the cost to the recruitment agency, and in some cases it can take such a long time to find new candidates in a tight market.
“In other instances, it can be such a long time that it ends up costing the recruiting agency a lot of money.”
Depke says part of the problem is often a lack of dedicated resources and a appreci