Great Lakes Wire

The hiring landscape in 2025 presents a challenge for employers who must balance thoroughness with speed. A recent report by Robert Half reveals that 93% of hiring managers find the process takes longer now than it did two years ago. This delay can result in losing top candidates, as prolonged timelines may lead to them accepting other offers.

Several factors contribute to these extended hiring periods, including delays in reviewing applications, checking references, conducting background checks, and scheduling interviews. While each step is crucial, lengthy processes can cause candidates to lose interest or interpret the delay as disinterest from the employer.

In today's job market, where candidates have numerous options, slow hiring sends an unintended message. Silence or delays might be perceived as disorganization or lack of interest. Such gaps in communication can prompt qualified applicants to move on to other opportunities. This is particularly problematic in industries with time-sensitive roles or high demand.

Ghosting by candidates isn't just frustrating; it's costly. When applicants withdraw late in the process, teams are forced to restart their search, consuming time and resources. Unfilled positions also increase workloads for current employees, potentially leading to burnout and higher turnover rates.

While caution in hiring is understandable—given that 30% of managers reported making a hiring mistake in the past two years—overcorrection through prolonged evaluations or excessive interview rounds can be counterproductive.

To achieve a balance between efficiency and diligence, organizations should:

- Establish clear hiring timelines before posting jobs.

- Communicate consistently with candidates and internal teams.

- Review recruitment metrics such as time-to-fill and candidate drop-off points.

- Focus on high-value assessments like structured interviews rather than unnecessary steps.

Companies should also reflect on what isn't working within their processes. Are top candidates dropping out after certain stages? Are specific departments struggling more than others? Adjustments may be necessary regarding processes, expectations, or sourcing strategies.

Ultimately, being slow doesn't equate to being strategic. The most effective employers act with urgency while maintaining quality standards. A streamlined process demonstrates respect for candidates' time and signals an organization that knows its goals and how to achieve them.

This analysis was provided by Heather Nezich through SBAM-approved partner ASE.