Are Candidates Now Interviewing The Interviewer?
Oh how the tables are turning in the recruiter market. Once where candidates were waiting around for interviews, they now seem to have a handful on the cards. Currently it seems like the candidate is having more control over the interviewer in the recruiter field! With the candidate having multiple options to pursue a career which is suited to their goals and aims in life, it is not a surprise that clients are now missing out by their slowness to react to a well-received interview.
So, what is happening for clients to have a delay in getting back to candidates? Well, it seems to stem from hesitancy. This hesitancy is setting companies back from employing the candidate they desire due to their delay in accumulating their feedback from the interviewers, waiting for roles to be signed off by senior members of their team before being able to progress to offer stage or having multiple stages of interviews. When clients are weighing up the pros and cons of the interview and determining if the candidate could ‘fit in’ or if they ‘enjoyed the interview’, that candidate has already completed more interviews for other companies and may have received offers elsewhere. As a company, we have noticed vast delays in offers where candidates have moved on whilst the client then comes back sometimes up to two weeks later with an offer, and by that point it is too late.
In recruitment two weeks is a long time to wait! The job market is now picking up after a turbulent year and candidates do not have the time to wait around for that job offer when they also have additional interviews lined up, and who can blame them? With new opportunities writhe those two weeks can be viewed as wasted time OR give the candidate the wrong impression that the client is not interested, thus moving on.
In the job market, top candidates can gain options and these options shift to a lead in power. This newfound candidate control in the interview process highlights a turn in the power dynamic within the recruiter field. Rather than the interviewer having the pick of the bunch, it is now the candidate who can pick and choose. If top candidates can pick and choose options that are available to them, what can clients do to attract them?
Providing a work environment which promotes growth in a career field can entice those top candidates to pursue your company. This precedence makes the candidate more likely to place your job at the top of their list, making your listed job a priority in their search. What needs to stop happening? This larger gap in delivering the offer! It seems to have negative effects to every party involved and looking at statistics from our own recruiters, they have found that up to one candidate can have five or six interviews lined up.
Tags: Accounts Candidates Clients Customer Service Employee Employment Financial Interviewee Interviews Job Hunt Manufacturing Office Recruitment Warehouse
