"Yawn"... Combating Candidate Fatigue
The career search process and applying for specific jobs can be a long arduous ordeal. It’s filled with rejection and lengthy on-line applications that quickly consume the energy and attention span of potential candidates.
It’s no surprise that candidates only have a limited tolerance to proceed along a hiring process. (We’ve all seen candidates express some initial interest, only to unexpectedly drop out at a later point.)
Main Idea: An organization that can minimize candidate fatigue is more likely to attract and retain “A” Players for critical hiring needs.
In our world of instant gratification and increased technology / speed of engagement on all fronts, it’s now more important than ever for employers to make the hiring process as simple and quick as possible.
Three Keys to Eliminate Candidate Fatigue:
One Day Interview
Did you know that 60% of candidates say that they give up on an application if it proves too laborious? (Data from a CareerBuilder survey) The lesson here: keep your application process simple. We suggest asking for the candidates’ basic contact info and work history. If possible, let them upload a file with their resume instead of making them fill out individual question fields. You want the best candidates to apply / inquire. Remember that the best person probably already has a full-time job currently and doesn’t have the time for tedious applications, so an easy application process is crucial.
One Day Interview
The single day interview is extremely important. According to GlassDoor, on average the interview process takes an average of 22.9 days. For most candidates, this is about 18 days too long. Candidates will lose interest if they’re being dragged to multiple interviews over the course of weeks or even days. Be prepared and gather all the individuals from your company that need to meet the candidate, then find a time that works for everyone. Remember to keep your time together limited. Some employers go through the pain of arranging several hours long interviews that involve job shadows. However requiring candidates to allocate an entire afternoon or even a whole day to an interview is off-putting. Instead, we urge you to make the most out of the actual interview time. Ask the candidate plenty of open ended questions so you can get a feel for them and how they might fit into your company’s culture.
Finally, engage your candidates quickly. After you’ve created your short-list of candidates, don’t waste any time reaching out to them. Keep communication channels open, especially if you think you have a fantastic candidate, and make an offer ASAP. This way, if you’re unable to minimize the interview process, the candidate will at least know where they stand with you and their competition for the position.
Ultimately, when hiring for a position everything boils down to proactivity and efficiency to keep candidates engaged and excited to join your team. Make filling the open position a priority and you’ll end up snagging the best candidate.
With over 12 years in business and a narrow focus on recruitment of Healthcare Professionals, we’re sure we can help with our expert advice and support.
For more information feel free to reach out and contact us.