As we start to close out the year that was and welcome in 2023, maybe you’re looking to grow your team to start the year off with a bang. Similarly, candidates might be beginning to seek new job opportunities. With candidates being snapped up like wildfire, having a refined recruitment process is key to beat the crowd. So, how long is too long?

In the simplest terms, your recruitment process should be no longer than seven days. Feel daunted by that number? We get it! But with a reduced candidate pool along with the high number of people shifting between roles, this is the reality that businesses need to work with. 

At this point you’re probably thinking – “but how can I possibly interview, do due diligence and reference checks in the space of seven days?” Easily! Let us lay out a timeline. 

Hypothetically, let’s say you meet with your proposed candidate on Monday for an interview. You could take Tuesday to gather your thoughts, reflect and discuss with your wider team. Come Wednesday, you could block out time to undertake reference checks and testing, all the while keeping the candidate informed and communication levels high – that way they know you’re interested and actively working on the application. Thursday rolls around – this is a great time for holding the peer review meeting. By Friday, you have all the information you need, and the resources to provide an offer in hand. In sending this through to the candidate on Friday, this gives them the weekend to reflect and consider the offer, read through and sign the contract, and provide an acceptance on the following Monday. This shows it’s possible to move fast but not at the expense of your process. 

The reality is that if you leave candidates hanging, say – “we’ll get back to you in two weeks” – there’s no reason why that candidate won’t go looking elsewhere in that time for another role, particularly if the opposing employer is willing to make an offer to the candidate straight off the bat. 

What’s key here is to think about how a recruitment process that’s dragged out makes the candidate feel. Put yourself in their shoes – if you were left waiting two or three weeks out from an interview, you’d likely come to the assumption that you’ve lost out on the role, right? 

With Christmas just around the corner, there’s no harm in refining your recruitment process now so you can be fired up and ready to go in the New Year with a growing team. If you’d like to chat with us about securing candidates for 2023 and how to go about this, we’d be happy to do so. Reach out to discuss your recruitment needs with us today on hello@oneeighty.co.nz.