Canadian Workers Say Most Frustrating Part of Job Search is Long Wait to Hear Status; Nearly One-Quarter of Workers Lose Interest within One Week of Initial Interview
Toronto, ON -- Timing is everything, the saying goes, and for firms trying to hire it could make the difference between securing the candidate and losing out. For more than six in ten Canadian workers (64 per cent) in a Robert Half survey, the most frustrating part of the job search is the long wait after an interview to hear if they got the job. Nearly one-quarter (24 per cent) lose interest in the firm if they don’t hear back within one week after the initial interview; another 47 per cent lose interest if there’s no status update between one-to-two weeks post-interview.
Robert Half’s “Time to Hire” survey explored worker sentiment about the job search process, specifically their views about the timeframe between setting up the initial interview and receiving the job offer. More than 400 Canadian workers currently employed in office environments were surveyed by an independent research firm for the study.
“Highly skilled professionals, especially those with experience in regulatory compliance, new business technology and financial analysis, may field multiple job offers in a week,” said Greg Scileppi, Canadian president, Robert Half International Staffing Operations. “Candidates with competitive skills and various options will gravitate towards organizations that not only show interest but also exhibit a well-organized and decisive recruitment process.”
Hiring managers who fail to make timely decisions face a number of consequences, most notably losing candidates. When faced with a lengthy hiring process, 46 per cent of survey respondents lose interest and pursue other roles, while 16 per cent decide to stay put in their current job. Nearly two-in-five (39 per cent) said a protracted hiring process makes them question the organization’s ability to make other decisions. “The hiring process is a company’s opportunity to make a good first impression on potential employees, and is reflective of overall corporate culture,” noted Scileppi. “If people feel that their career growth will be impeded by a slow and indecisive organization, they may choose to forgo the position entirely.”
How long a timeline is considered too long? The survey results may surprise some hiring managers. From the day of the initial interview to the day an offer is extended, the largest percentage of workers – 32 per cent – said a process lasting 15-21 days is too long. Twenty-nine per cent of respondents felt a timeframe of 7-14 days was too lengthy.
Canadian Workers Weigh in on Timing Issues During the Job Search
U.S. Workers Weigh in on Timing Issues During the Job Search
Hiring is one of the most important decisions any organization makes. But stretching out the process can cause good companies to lose out on the best candidates. Read on to find out the hidden costs of a long hiring process.
In your opinion, how long is too long of a hiring process — that is, the period of time from which you initially interview for a job to the day a job offer is extended?
|32% 15-21 days|
|29% 7-14 days|
|14% 22-28 days|
|11% 1 month to 6 weeks|
|7% 6 weeks or more|
|7% 1 week or less|
What is the most frustrating situation in the job search?
(Multiple responses allowed)
|64% Long wait after the interview to find out if I advanced to the next step/got the job|
|59% The interview described a different role than what was advertised|
|43% Scheduling delays setting up first interview|
|41% Multiple requests to return to the firm for more interviews/skills evaluations|
After an interview, how long are you willing to wait for an employer to inform you of your status before you lose interest in the role?
|47% 1-2 weeks|
|24% Up to one week|
|24% 2-4 weeks|
|5% More than a month|
When faced with a lengthy hiring process, which of the following describes your feelings?
(Multiple responses allowed)
|46% I lose interest in the role and pursue other job openings|
|43% It affects my self-esteem. I feel if they really wanted me, they would move quickly|
|39% I question the company’s ability to make other decisions if they can’t seem to make a timely hiring decision|
|18% I don’t mind. I’m willing to go through a long hiring process to work for a great organization|
|15% I completely understand and respect their need to be thorough|
|16% I lose interest in the role and decide to stay in my current job|
Survey of more than 400 Canadian adults currently employed in professional environments.
Tips for speeding up the hiring process:
Gather the stakeholders
Before you post the job opening, set the timeline for the hiring process and get everyone’s commitment that hiring is the number one priority. Block calendars for interviews. Determine who has the final sign off.
Tighten the interview schedule
Conduct the screening interview via Skype or FaceTime. Consolidate all on-site, in-person interviews to one day if possible. Get feedback immediately from the candidate and hiring managers to determine interest levels
Keep communication lines open
Inform candidates when you expect to make a final decision. If there is a delay, call them with an updated timeline.
Make the offer
Make a verbal offer contingent on satisfactory reference and background checks.
© 2016 Robert Half International Inc.
Hiring is one of the most important decisions a company makes, and the risk of making a mistake causes some firms to draw out the process, adding days or weeks until a final decision is reached. But doing so often results in losing top candidates and starting the search over from scratch. “Ultimately, companies must be prepared with a recruitment strategy that is both thorough and nimble,” added Scileppi. He offers the following steps to help consolidate timelines:
- Determine the need - Is it full-time or project/temporary? Is anything preventing you from hiring the right candidate now?
- Gather the stakeholders - Set the timeline for the hiring process and get everyone’s commitment that hiring is the number one priority. Block calendars for interviews. Review the job description and salary range, noting where you can flex for the right candidate. Create a contingency plan to address any scheduling snafus and determine who has the final sign off.
- Interview candidates - Conduct the screening interview via Skype or FaceTime. Consolidate on-site, in-person interviews to one day if possible. Get feedback immediately from the candidate and hiring managers to determine interest levels.
- Keep communication lines open – Inform candidates when you expect to make a final decision. If there is a delay, call them to give them an updated timeline. Silence can indicate a lack of interest and encourage people to pursue other roles.
- Make the offer - Make a verbal offer contingent on satisfactory reference and background checks. Be prepared to negotiate salary and perks, and set the start date.
About Robert Half
Founded in 1948, Robert Half is the world’s first and largest specialized staffing firm. The Menlo Park, Calif.-based company has more than 325 staffing locations worldwide and offers online job search and management tools at https://roberthalf.ca. For career and management advice, follow our blog at https://www.roberthalf.ca/blog. Follow Robert Half on Twitter at @RobertHalf_CAN for additional workplace advice and hiring trends.
For further information contact: Naz Araghian, (416) 865-2140, [email protected]