Going, Going, Gone! Why a Quick Response is Needed When Recruiting Candidates

By Catherine Lang-Cline

As recruiters, one of the most challenging things we have to work with is getting a response from clients after we send over candidates. We get it, really, you are busy. We have just sent over the resumes of some people that just might be the answer to your prayers and something else gets in the way. But even waiting 24 hours to respond is sometimes too long to wait before letting us know that you want to interview that perfect candidate.

Currently, we have a candidate market. Candidates get to be very choosy because they are getting multiple interviews and offers. The best and fastest companies to respond are getting the competitive edge because they grab all of the good talent quickly. They know that timing and building a stellar team take priority and they make the time to get people on board. They also know that candidates share bad experiences, like long and no responses, with their friends. Your brand just got sucker-punched.

“By far the most common reason job seekers report having a negative candidate experience is that employers simply don’t bother to respond to them. Seventy-five percent of applicants never hear back from employers after applying for a job, and 60 percent never hear back from employers after an interview.” – Human Capital Institute, and we agree.

Here is what else the Human Capital Institute said:

  • 60 percent of job seekers report a negative candidate experience with the employers they engage

  • 72 percent of job seekers report sharing their negative candidate experiences online

  • 55 percent of job seekers report avoiding certain companies after reading negative online reviews

We feel their pain but we also feel yours as you really need to fill a role. The corniest thing I can think of to say is, “Help me, help you.” – Jerry Maguire, and in complete sincerity it is as simple as that. When we send you candidates (or you are working on your own) take 3 -5 minutes to take a look and get your response back quickly. “Yes. Let’s set up a time for Wednesday morning.” Now it is off your desk, back on mine, and we are making quick progress. You could have a new person starting before the two-weeks notice that your employee gave you has expired.

Take the time and get the interviews on your calendar. Keep it moving, because what we see more often than not is that you waited a few days, made your selection, and the person has already accepted another offer without even knowing how great your company is. 



Think we can help you or your organization? Contact us at portfoliocreative.com.