A new study by Glassdoor found that the average hiring times in the U.S. have increased from 12.6 days in 2010 to 22.9 days in 2014.
With this significant change in the ‘time to fill’ metric comes many pros & cons that all recruiters and employers should be considering:
- Due to the value many companies are now placing on employees, they spend more time screening them to improve success rates. In theory this reduces long term turn over.
- Pre-hiring screenings/testing for skilled jobs have increased to try to ensure they have the right technical skills. Generally this takes longer but ensures the candidate is capable for doing the actual job.
- More companies are doing background and drug testing due to the lower cost – referenced in this article. I have seen an increase of these types of checks more than double with our current client base.
- Too many hiring managers are not willing to make a decision. They want the candidate to interview with each peer and drive hiring decisions by consensus. Remember, too many people naturally recommend that candidates that don’t threaten them be hired.
- Non-defined hiring process – Too many TA groups are not willing to drive the recruiting process and define that process for the hiring managers. When there is no process it is made up as you go along.
- Too many hiring managers do not make the time to meet with potential candidates. They still have the opinion that if the candidate is really interested, they will wait for the hiring manager to be available. Priority for many of these managers is just not there – often driven by a lack of defined hiring processes.
- ‘Let me See More Candidates’ Syndrome – this is when a recruiter bows to the hiring manager and does not properly present candidates. The hiring manager keeps wanting to see more candidates, thus dragging out the process. Too many recruiters are afraid of their hiring managers!
- Recruiting Automation – HR departments spend billions to solicit millions of applicants who can’t possibly be fits. Then HR cries it can’t possibly sort or review all those applicants, while jobs remain empty for historically high periods of time.