Waiting is frustrating… whether it be for a coffee, a tube, or the next stage of a recruitment process.
We are hearing more and more from our active candidate network that hiring processes are taking weeks, if not months.
Here are a few reasons we think time-to-hire has become longer recently:
- Both companies and candidates are more risk averse. More time is spent considering the right option, more stakeholders are involved in decision making, and additional interview stages are often introduced.
- There is a shortage of roles. Companies can afford to take more time because candidates are not being snapped up as quickly as they were a few years ago. The urgency around hiring has reduced.
- Many of the market’s top candidates are passive rather than actively applying to roles. Often, headhunted candidates will enter processes at later stages, extending timelines.
- More companies are requiring people back in the office, which can make arranging face-to-face interviews more challenging.
- Hiring managers have day jobs too. Following restructures, redundancies and hiring freezes across many businesses, teams are often stretched, making it harder to prioritise recruitment activity.
The biggest change we have noticed is that both sides are taking longer to make decisions. Companies want certainty before making an offer, and candidates want confidence before accepting one. The result? Longer hiring processes have become the norm rather than the exception.
So, what can you do?
While much of the timeline is outside your control, there are ways to navigate longer processes more effectively:
- Set expectations early. Ask about the interview process, number of stages and expected timelines during your first conversation.
- Maintain momentum. Respond promptly to interview requests, complete any assessments quickly, and communicate any upcoming holiday or notice period commitments.
- Stay engaged. If you haven’t heard back within the agreed timeframe, a polite follow-up is entirely reasonable. It demonstrates interest and helps keep communication open.
- Keep exploring opportunities. Avoid putting all your eggs in one basket. Even if a process is progressing well, continue networking and exploring other roles until you have accepted an offer.
- Don’t read too much into delays. In many cases, a lack of updates reflects internal scheduling challenges rather than a lack of interest. We’ve seen successful candidates wait several weeks between stages.
- Use the waiting time wisely. Continue researching the company, developing your understanding of the role, and preparing for future interviews. Being ready to move quickly can be an advantage when the process regains momentum.
If this resonates with you, keep the faith. A slower process does not necessarily mean a lack of interest. Some of the best opportunities take longer than expected to come together.
For hiring managers, momentum and speed remain critical to delivering a positive candidate experience. Planning interview stages in advance, aligning stakeholders early, and maintaining regular communication can make all the difference.
If you’d like advice on a process you’re currently navigating, feel free to reach out to any of our consultants.