Picture this: an initial pre-screen with HR, a call with the hiring manager, followed by six half-hour interviews spread over 2-3 weeks, then a take-home assignment, and finally, an interview with an executive.
It feels like a marathon just to fill one role, and it’s the reality many candidates now face. The pace of the job interview process can feel glacial, especially compared to the hiring crisis of 2021. For non-managerial positions, the average time-to-hire now stands at 60 days.
“We used to look at weeks to fill roles—now it’s months,” says Bailey Lempke, Account Executive with Cypress Staffing.
So, what’s behind this slowdown? In a looser labor market, companies feel they can be more selective. “There’s just a lack of urgency,” Lempke explains. “Many managers think they have the upper hand and don’t feel the need to move quickly.”
But in a competitive talent market, where speed can mean the difference between securing or losing top candidates, can you really afford to wait?
The Risks of Dragging Out Hiring Decisions
Many companies are course-correcting past hiring mistakes by slowing down the process, adding steps, and involving more decision-makers to ensure better hires.
But here’s the truth: top talent isn’t waiting around. The speed of your hiring process can make or break your chances of securing the best candidates.
“I’ve talked to a lot of managers who seem to wait for ‘someone better’ to come along,” says Lempke. “They don’t realize that this is often the best person available, and they keep waiting, thinking someone perfect will appear around the corner.”
While companies hesitate, a drawn-out hiring process impacts business in surprising ways:
Losing Top Candidates to Faster-Moving Competitors.
High-performing candidates are often entertaining multiple offers. If your organization drags its feet, candidates may lose interest or accept other opportunities, leaving you with fewer—and potentially less qualified—options. “The longer it takes, the more chances they have elsewhere, often with higher pay,” Lempke adds. “When companies take too long, candidates frequently accept other offers that meet their needs faster.”
Damaging Your Reputation with Candidates.
Extended hiring timelines can lead to frustration and leave a negative impression. Long waits without updates can sour even the most enthusiastic candidates. Disappointment spreads quickly, especially through platforms like Glassdoor. “You might think the market is huge, but in reality, it’s small and connected. People talk, especially in niche fields,” says Lempke. “Your hiring reputation can become a key factor for candidates considering your offers.”
Putting Added Pressure on Your Current Teams.
When roles stay open too long, existing employees often absorb the extra work. This leads to burnout, reduced productivity, and morale dips. “A slow hiring process disrupts the team’s ability to operate fully,” says Brett Wayne, Managing Director at Cypress Staffing. “It’s time that could be better spent on primary responsibilities, and the longer you take to fill the role, the longer you’re without a fully optimized team.”
Missing Out on New Business Opportunities.
When critical roles remain vacant, your organization risks missing out on key projects and growth opportunities. Deadlines slip, projects stall, and strategic initiatives lag as teams lack the resources to push forward. Waiting for the “perfect” candidate can mean significant delays and lost momentum—costs that directly impact your bottom line.
For many candidates, delays, lack of communication, and a cumbersome process can turn even the most interested and qualified applicants away.
Are Your Hiring Processes Losing Top Candidates?
When top candidates drop out mid-process, it’s rarely impulsive. They’ve invested time and energy into interviews, applications, and follow-ups. Yet, a prolonged and unresponsive hiring experience quickly turns initial excitement into frustration.
Since 2021, candidate satisfaction has steadily declined, while “candidate resentment”—frustration with each delay and lack of communication—remains high, according to the latest Candidate Experience Benchmark Research. Glassdoor reports that up to 80% of candidates drop off during lengthy hiring processes.
“Companies think they can drag their feet, but that will change,” Lempke warns.
So, why do top candidates lose interest?
A lack of respect for their time is a big reason. Poor communication and delayed responses send the message that their time isn’t valued. Candidates often wonder if this reflects the company’s culture, pushing them to explore other options. Lengthy timelines also drain their initial enthusiasm. “If candidates are in the process for three, four, or five weeks, they lose that early momentum,” says Wayne.
By addressing these common pain points, companies can reduce drop-off rates and keep top talent engaged through every step of the hiring process.
Strategies for Attracting and Securing Top Talent
If you’re losing top candidates mid-process, here’s how to keep them engaged:
- Cut Down on Process Steps
Simplifying your hiring stages is one of the fastest ways to reduce drop-off. Can initial screenings and first-round interviews be combined? Can multiple stakeholders join a single interview? Consolidating steps shows respect for candidates’ time. “There’s an opportunity to condense the process,” Lempke suggests. “Clients sometimes hold six steps for the same conversation—having a few people on one call can cut back significantly.”
- Communicate Clearly and Often
Regular updates and transparency at each stage show candidates you value their time. Set realistic timelines, explain delays, and follow up promptly. “I advise clients to give feedback within 24 hours,” Lempke adds. “These days, each interview is spaced a week apart, and feedback can take even longer. Tightening that loop makes a huge difference.”
- Make Decisions Faster
Slow decision-making is a frequent deal-breaker. Limit the number of decision-makers to a core group to streamline the process. “Sometimes there are too many cooks in the kitchen,” Lempke notes. “Keeping the decision team small speeds things up and keeps candidates engaged.”
- Deliver a Positive Candidate Experience
From application to offer, every candidate interaction counts. Timely updates, constructive feedback, and respectful interviews build a strong candidate experience, boost your brand reputation, and lead to more referrals. Candidates who have a positive experience are more likely to recommend your company and consider future roles.
By making these adjustments, companies can reduce drop-offs and create a hiring process that appeals to the best candidates.
Don’t Let Top Candidates Slip Away
When companies move quickly, they send a clear message: we want you here. This sense of urgency can be the deciding factor in winning top talent.
“There’s a ton of talent out there right now,” says Lempke. “But if you’re still running drawn-out interview processes and delivering poor candidate experiences, you’re putting yourself at a disadvantage—not just now, but when the market inevitably shifts.”
Streamlining your hiring process today isn’t just a smart move; it’s the difference between landing the best talent and watching them walk away.
