A company opens a new vacancy. Applications come in, interviews are held and the selection process moves forward, yet finding the right candidate takes longer than expected.
This can happen in many companies, and there are various reasons behind it. Sometimes the job requirements need to be reconsidered, sometimes the way candidates are reached, and sometimes the selection and decision-making process itself.
The key is to identify the cause correctly and improve the process accordingly.
1. Reconsider the job requirements
Sometimes a long list of skills and experience requirements is set for a single position. This can narrow the pool of suitable candidates.
In this case, it helps to separate "must-have" competencies from "nice-to-have" ones. This way, the realities of the candidate market are taken into account while the core expectations for the role are preserved.
2. Reach the right candidates
Publishing a vacancy does not mean it has reached the right audience.
When the platform where the job is posted, the tone of communication and the way the vacancy is presented match the target candidate profile, it becomes possible to receive more relevant applications.
3. Optimize the selection process
It is normal for the recruitment process to have several stages. However, long waiting times between stages can cause candidates to drop out.
That is why it can be useful to analyze the stages of the recruitment process, identify where time is being lost and make decision-making more agile.
Slow CV screening can also drive candidates away. For example, if a candidate hears nothing back within two weeks of applying, they may not even remember where they applied.
4. Define evaluation criteria in advance
When the people involved in recruitment have different expectations of a candidate, the selection process can become difficult.
Defining key competencies, expectations and evaluation criteria before interviews supports more consistent decision-making. Structured evaluation approaches such as a Hiring Scorecard can be used for this purpose.
5. Take market realities into account
The current state of the labor market also plays an important role in the search for candidates.
When the salary range, required experience, level of competence and candidates' expectations are aligned, it becomes possible to build a more realistic and effective recruitment strategy.
6. How to approach a vacancy that stays open for a long time
A vacancy staying open for a long time does not necessarily mean there is a problem. However, if the process takes much longer than expected, it can be useful to look at the recruitment process as a whole.
The stages from opening the vacancy to hiring and onboarding can be assessed together:
It is enough to ask a few questions about these stages:
- Do we need more candidates, or the right candidates?
- At which stage do candidates drop out of the process?
- How long does the selection process take?
- How clear are the evaluation criteria?
- How well does the current offer match labor market expectations?
The answers to these questions help show in which direction the recruitment process can be improved.
Global Management can support you in this process
If filling vacancies in your company takes longer than expected, or if it is difficult to determine which stage of the recruitment process needs improvement, Global Management can analyze the process together with you.
We support companies in analyzing, optimizing and managing HR and recruitment processes, helping them build a more systematic and effective approach to hiring.
Because effective recruitment is not just about filling a vacancy, but about attracting the right candidate to the right position through the right process.
