Hudson Walker International is privileged to have shaped the growth and success of some of the world’s most prestigious premium and luxury brands by securing for them exceptionally talented individuals.

Many of those individuals are themselves business leaders and influencers. In the course of any search assignment we get to know each other rather well and one particular topic has started to come up time and time again – why does it take so long for potential employers to make hiring decisions?

Such delays dramatically diminish the candidate’s excitement and interest – indeed their opinion of the company – to the extent that sometimes they simply take themselves out of the running. Head hunters go after top performers for a specific role, but as time goes by – and having had a sudden taste of other possibilities out there – an individual may decide to enter the job market themselves. Pretty soon they will be inundated with other recruiter requests and offers.

A long drawn out hiring process can also have a negative impact on a company’s revenues if a crucial position remains unfilled for too long. Everyone involved in the recruitment process needs to understand the importance of keeping the momentum going, not just for financial reasons but for the benefit of team morale, especially if the vacancy is having to be covered by other staff members.

It is understandable that in a C-suite or senior leadership position a number of directors and line managers will be involved in the interviewing process. But the smart company will have briefed and set aside diary time for all those concerned so that first, second and third interviews can proceed smoothly.  This is particularly important for panel interviews or where decision-making directors are in different geographical locations and time zones.  Leaving it to serendipity simply adds to the protraction and the cost to the business.

Remember too that your preferred candidate may well be on three to six months’ notice. If you have already taken six months to reach offer stage, it could end up being a year before the position is filled. What is this doing to your business?

We acknowledge that offers occasionally go on hold because the company’s financial situation is not as positive as they thought or perhaps a new investor is circling, but it is unacceptable to leave the candidate up in the air without communicating that the position is on hold and why.

Whatever the outcome – whether you hire them (eventually!) or not – you need to ensure that every candidate’s experience of your company has been positive. Remember the old adage: people are twice as likely to share a bad experience with others than a good one.

Posted by Richard

Add a comment