Striking a balance between effective due diligence and making the candidate feel wanted

One of the trends we saw emerging in the executive search market in 2014 was the extending length of time it took from the first candidate/client interview to the offer being made. Candidates experienced lengthy, drawn out processes over a period of months. While it is important for hiring organisations to carry out appropriate due diligence on candidates, they also need to be aware that good candidates are in demand. Businesses that are decisive and move candidates quickly through the process will snare the best talent and avoid a candidate considering other opportunities.

At Strategic Dimensions, the feedback we receive from candidates strongly suggests that how they are engaged by the potential employer through the recruitment process is a key component for them when deciding to accept an offer. Protracted recruitment processes can be a negative for the candidate. Therefore, employers need to find a way to collect enough evidence in order to make a good decision and, simultaneously, keep the candidate engaged.

There is a strong business case for adopting a thorough but speedy hiring process. The quicker you bring someone in, the faster they will make an impact. A quick hire may be an opportunity for the new employee to spend some time with the person they are replacing for handover and valuable insight purposes. The longer a vacancy remains open the greater the impact on the business.