Good candidates don’t stop looking while you decide.
Recruitment processes sometimes take longer than expected. That’s fine. Silence is the problem.
We can manage expectations far more effectively when we know what is happening.
What keeps people with you
If you like somebody, keep the process moving and let them know where they stand. If there’s going to be a delay, tell us. Most people will wait for a role they want, as long as they are not left guessing.
Say when you will come back
A date, even an approximate one, is worth far more than a promise to be in touch.
Tell us about delays
Holidays, budget sign-off, a decision maker away. We can hold a good candidate's interest much better when we know what is actually happening.
Move quickly on the ones you like
The people you want most are usually the ones with other conversations running.
Give real feedback
Specific reasons help us adjust. They also let a candidate leave the process thinking well of you.
Three interviews aren’t necessarily better than two.
Every stage should have a purpose that the previous one could not serve. If a round exists because it has always existed, it is costing you time and sometimes costing you the candidate. There is no correct number, only stages that earn their place.
Speak to us
If a process is drifting, tell us. Usually there is something we can do about it.