Great candidates are sometimes being lost to Companies because of delays in completing and closing out the offer process. As the recruitment process reaches a conclusion, it is critically important to manage candidate expectations around the timeframe to receive an offer, remaining background and reference checks, and resignation / start dates.

The following statement should always be front of mind as the process heads toward conclusion:

Time kills all deals!

The longer it takes to recruit candidates and then close the process out, the greater the risk of the process collapsing from:

• Changes in Clients requirements, or hesitation around exactly what they want / need
• Delays in arranging 2nd or 3rd interviews
• Too many interviews and Client stakeholders or decision makers
• Clients being gazumped as preferred candidates takes another job because of perceived slowness or inertia
• Administration or HR delays on paperwork, approvals, pre-employment checks or delayed start dates.

There is a need to understand the Client’s internal process at the start, so that candidates understand the general timeframes that it will take to conclusion. This helps managing candidate expectations easier and simpler.

Communication is the key. While delays are sometimes unavoidable, the process can be kept on track by a strong two communication dialogue. This keeps a candidate “warm” whilst allowing a Company to go through its process.

That said, there are no guarantees and Companies must help themselves by removing or minimising the roadblocks and delays that often only become apparent at the end stages, and which can jeopardise the whole process if not pro-actively managed.