Inefficient recruitment processes see employers miss out on talent


  • 72% say lengthy recruitment processes put them off a job
  • 88% of job seekers talk to friends and colleagues about their experiences during the recruitment process
  • Three-quarters of employers promote employer brand during recruitment process

Latest research by Robert Walters reveals how poor hiring procedures can impact an employer’s overall reputation. In particular, the research highlights a number of preferences among job seekers when both searching and applying for jobs.

Specifically, 57% of professionals expect a response within four days of applying for a job (80% expect a response within six days) and 67% expect a job offer after two interviews or less. At the same time, 78% expect a full recruitment process from application to job offer to take four weeks or less – by contrast, 74% of employers say it takes longer than this in practise. This is a particularly important difference of opinion because 72% of job seekers also say a lengthy recruitment process puts them off the job in question.

Despite these findings, 75% of organisations say they use the recruitment process as a channel to promote their employer brand. But – at the same time – only 31% say they measure the external perception of their employer brand.

Nic Sephton-Poultney, Country Manager at Robert Walters South Africa, comments: 

“Our findings clearly indicate a number of key job seeker preferences when applying for new roles. In particular, they don’t want to be kept waiting too long and they like to be updated at all stages. Employers unable to comply with these wishes risk alienating applicants and ultimately missing out on the best talent.”

“But the fact that the majority of professionals tell their friends and colleagues about their experiences during the recruitment process highlights how an organisation’s hiring strategies can affect its brand. Employers should remember this when recruiting and interacting with applicants.”

“To ensure a positive job seeker experience, employers should feedback to applicants and/or recruiters promptly at all stages of the process and provide updates when delays are unavoidable. Unsuccessful applicants should also be contacted at all stages and provided with reasons why they will not be progressing. Individuals who do not receive this feedback generally develop feelings of frustration, which – as our survey proves – they are likely discuss with friends and colleagues. Conversely, employers that take the time to explain a rejection provide job seekers with a far more positive representation of their brand.”

For further information, or a full copy of the research paper please contact Monique Miller on or +27 (0)11 881 2416

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