Most housebuilders want to plug a gap in their team sooner rather than later. That’s obvious.
But how fast you move not only affects when you have someone in a post but the quality of that individual.
Think of the recruitment process as a funnel with a shortlist of candidates going in at the top and after the interview and selection process the successful candidate emerging at the bottom. The more candidates that go into the top, the more choice you have as the hiring company and the better quality appointment you will make.
But what if your funnel springs a leak?
In other words, shortlisted candidates remove themselves from the process rather than being deselected. In simple terms, they lose interest before you have made a decision.
The number one reason for this? You’ve guessed it: delays!
Through surveying 100 candidates we gained some fascinating insights into a job seekers point of view on recruitment process timescales.
These three stats came from our survey and show the level of impact of delays or a drawn-out recruitment process.
A massive 88% of candidates will disengage from the hiring process if they do not have any interview feedback within one week
Over half of candidates think two weeks is the maximum acceptable time frame between first and second interview
70% of candidates will tolerate a maximum of three interviews for a management grade position before becoming frustrated.
So in a market where good candidates are hard to find, make sure you don’t lose part of your shortlist through lack of momentum in the recruitment process.
It is often helpful to think back to when you were a candidate for a job and how you reacted (for better or worse) to the pace of process and use that as a benchmark now you are recruiting.