The impact of poor hiring processes

June 26, 2021

We all know there’s a tech skills shortage. Over 70% of businesses are worried that they don’t have the right people in place for critical digital projects. And post-pandemic, it’s going to get worse. The vast majority of executives across Europe say they’re planning to accelerate their digital programmes, putting even more pressure on an already limited talent pool. But is that really the problem? Or is your business just bad at hiring?

No matter how big or how specialised the team you need, there are more than enough talented people out there. They’re just choosing to work elsewhere. If you’re seeing candidates drop-off, below average applicants or high rates of churn, it’s time to get honest about why. A lot of businesses fall into the same traps when trying to recruit new talent. They fail to give partners the information and attention they need to source high-quality candidates, and don’t dedicate enough time to training their own team of interviewers. It results in a bad experience for those in the talent pipeline, very few of whom make it through to the final stages. That means critical digital & business transformation projects are derailed, going over deadline and budget. These problems aren’t unique to the pandemic – but with the additional squeeze it’s putting on resources, fixing them has never been more important.

You’re used to taking a rigorous approach. Every other project on your roadmap is meticulously planned, staffed by experts, closely managed and routinely measured and iterated. Why not hiring? After all, without the right people in place, the rest of those projects are at risk, too. Closing your talent gap is not as monumental a challenge as it might seem. There are five common mistakes that, properly addressed, could help dramatically improve and accelerate your hiring process. To stay ahead, you need to act on them now.

The impact of poor hiring processes

Of course, getting qualified candidates into your talent pipeline is hard. But are your hiring processes causing unnecessary blockages further down?

11,783 hiring process data points analysed

  • 64% drop in average candidate interest if feedback is not delivered in 48 hours.
  • 31% drop in average 1st to 2nd interview rate if candidate rates interviewer ‘poor’.
  • 28% drop in average hiring rate if client communication is rated ‘poor’.
  • 11% drop in average 1st to 2nd interview rate if candidate rates company vision ‘unclear’.

You (and your team) are busy. But failing to pay enough attention to hiring does more harm than good, and pushes back business-critical work even further. Can you say with confidence that you’re not making one or more of these critical mistakes?

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