The hiring process is notoriously frustrating, for everyone involved, but there is nothing quite as disappointing as when the perfect candidate slips through a hiring manager’s fingers. There are many reasons this might occur: The candidate could have received a better offer, or heard back from a job that they felt was more in-line with what they wanted. These are both examples that are largely outside of the hiring manager’s control. But there may be another reason you’re losing talented candidates — one that you can control. 

We’re talking about your technology and recruiting tools — or, maybe, lack-there-of. 

If you’re a hiring manager and you don’t currently use tech-enabled recruiting, then let us be the first to introduce you to its possibilities. Our services help hiring managers streamline and consolidate their hiring and recruiting processes, making it easier and more affordable to work through talent pools and find the perfect candidate. 

Proper applicant management and employee tracking can help save you time and money, as well as attract more talented workers. But most importantly, having a recruiting partner might be the best way for you to hold onto top tier candidates during the hiring process.   

Why Are You Losing Applicants?

In many cases, the answer is quite simple — it’s the tediousness of the hiring process that is to blame.

It is estimated that the average time to hire is about 42 days, although that number varies depending on the industry. In general, applicants are often told that the hiring process can range from between two weeks to two months.

That said, there are currently more open positions than there are people looking for work, which means applicants have the upper hand. The most recent numbers show a 2-1 ratio, so most people applying will have at least two jobs to pick from, if not more.

And what’s one of the fastest ways you can lose a talented applicant? Having a tedious and tiring hiring process. According to a study conducted by CareerPlug, 58% of job seekers last year reported declining a job offer because they had a poor experience with their potential employer during the hiring process.

The same study also curated a list of why applicants turned down a job, and many responders reported that they refused an offer because “the interview process was slow and disorganized.”

Another study found that 62% of professionals reported losing interest in a job if they did not hear back from a potential employer within two weeks (ten business days). If there was no response from an employer within three weeks, that number rose to 77%.

What is Slowing Down the Hiring Process?

Obviously, there are a lot of things that might draw out the time it takes to hire a new employee, and some are easier to address than others. That’s why we’ve compiled a list of the top reasons experts believe your hiring process might be taking too long, as well as outlined how having a more efficient system can help you hold onto desired candidates.

We’ve organized all of the information into two categories — issues you may run into before you start interviewing, and issues you may encounter once interviews have begun, both of which can stall the hiring process.

Why You May Not Be Attracting the Right Candidates:

  • You might not have access to the best talent pools 
  • Your job postings may be poorly written, or not conveying the right information
  • You may not be giving formal attention to the marketing aspect of recruiting: increasing reach, engagement, and company storytelling

Why Your Candidates May Lose Interest:

  • Disorganization, perhaps caused by an inability to track applicants and potential hires
  • You may have a drawn out interview process, overly inflated with unnecessary hurdles 

Recruitment Tracking to the Rescue

Expert recruiting can help with all of these issues, so let’s take a look at each one individually.

  • You Don’t Have Access to Top Talent Pools 

Combined with our hiring accelerator platform, IsoConnect, our recruiters can help hiring managers find talented applicants from all over the world using some with our extensive candidate network and proprietary platform. 

  • Your Job Postings Are Poorly Written

With IsoConnect, our clients enjoy a centralized hub: access to your talent pools, job postings, and tracking the hiring/interview process all in one place. Our recruitment experts will help you write the perfect job posting. 

  • Disorganization in the Hiring Flow

With tens (if not hundreds) of eager workers applying to your open position, it can be near-impossible to keep track of them all. Not to mention, to remember who you have and have not responded to.  That’s where having our centralized system makes a world of difference. Let us keep track of all that for you, so you can focus on what really matters — finding the perfect new hire! 

  • Drawn Out Interview Process

Recruiting experts at IsoTalent are there to guide you and/or take over any hiring work you’d like to outsource. This may come in handy especially during the interview process, because the team at IsoTalent knows exactly what questions to ask, what answers to look for, and what hiring hurdles can be done away with entirely. 

Final Thoughts… 

As we’ve stated previously, there are more open positions than there are people looking for work in the current labor market. This means companies that want to attract top-tier talent should be using every tool available. You need to attract the right candidates, respond quickly, and provide a positive and efficient interview process. 

IsoConnect is available to help you every step of the way, with efficient recruiting services, access to highly coveted talent pools, and on-demand support from experts. Did we mention that our applicant tracking system also provides full visibility to stakeholders and contributors. 

Get started with a free discovery call with our recruiting experts.

Stop letting talented applicants slip through your fingers. Let us save you time, money, and effort, and put you a few more steps ahead in this increasingly competitive talent war.