Slow Slow Quick Quick Slow: Is This A Familiar Recruitment Dance?

Is this a dance (it is in fact the quickstep) or is it a familiar dance that those in a recruitment and selection process are finding themselves in? As a career transition coach so many people are sharing their horror stories around badly run recruitment processes. 

Often the first stage of the recruitment and selection process, where you see a role advertised, and apply goes very slowly. You apply and wait. Many times nothing happens but if you are fortunate and get a response eventually from the recruiter this is where things can move quickly. Setting an interview call, having the interview and giving feedback moves fast. 

Often people share that they feel rushed into it when they aren’t always ready. Finally it seems like some momentum is building and then we are back to Slow. Nothing is forthcoming. No information about next steps or even how the interviewer felt about you. At a time where momentum should be building candidate engagement - nothing.

Sometimes this stage is the final stage and candidates don’t hear back at all.

In the event that the process limps on this is where goodwill and excitement are finally destroyed. In the event that an offer is eventually extended candidates are left feeling very underwhelmed and more importantly undervalued.

It doesn’t have to be this way though. 

Good communication on behalf of the recruiters setting out clear next steps and timelines and sticking to them will keep people engaged. In the event that things happen outside your control just let people know and manage their expectations around timings and next steps.

People tell me they hate LinkedIn but I don’t think it’s LinkedIn that is to blame. It is the recruiters who use it.

Often clear timely communication could change that so easily.

To combat candidate fatigue, recruiters should treat every applicant's time with respect. This means setting up automated 'received' confirmations, providing estimated timelines before the first interview, and scheduling brief check-in emails (even if the update is "no news") during the inevitable 'Slow' periods. A simple, proactive update can be the difference between securing a valued candidate and losing them to a better experience.

By prioritizing respect and clear communication, recruiters can stop dancing the 'Slow Slow Quick Quick Slow' and start building a selection process that secure top talent with mutual respect.

Hi I’m Nicky

With more than 30 years of international people and culture experience, I help organisations navigate change — from global expansion and M&As to diversification and periods of transition. Guided by the belief that everything starts with purpose, I use my experience to support and inspire people to reach their full potential.