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Well, hello RallyPoint, it has been far to long. I'm working on an article and wanted some more insight from my fellow Veterans as to their thoughts on the time it takes for employers to "pull the trigger". What I mean is, how long do you think an appropriate amount of time is between your interview and learning the results of that interview?
Posted in these groups: 
Transition
Transition
Posted >1 y ago
Responses: 9
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The major issue is that we have developed "bureaucratic processes" when it comes to hiring.
As an example, for many companies that even have an HR department, they have made the process onerous. The idea is to get the "best" or the "most qualified" candidates and select from them. Unfortunately, the problem is that people fail to realize there "may" be conflicts of staffing philosophy occurring.
1) You have a hole you need to fill. Best & most qualified are admirable goals, but qualified is the real goal with a secondary goal of "not having to replace in X time." (training investment return).
2) You are expanding and there will be a hole you need to fill. This is much like above but allows HR to shift deeper into the best/most qualified category.
For potential employees, you are balancing the opposite concern. Work under the assumption they either do not have a job or they are not "content" at their current position. These are temporary and time-sensitive conditions. Therefore HR needs to streamline their processes to where they respond quickly enough to where they don't "lose" opportunities.
That said, the largest issue is "ignorance" on the process for each company. Candidates when they enter the pipeline generally do not know how long each process is, or what the steps are, or even if they make it to the next step (until they do). It can create the impression of being strung along indefinitely while having to still meet personal needs.
As an example, let's say I need/want a new job. I have to coordinate that around my life. Whether it is family, housing, school, other jobs, or whatever. I'm willing to go through pretty much any process but I need to know what it is and I need to align it with my needs. If I have to go back for 3 interviews and then give 2 weeks notice that's fine. But I need to know how it is going to work. Don't waste my time, effort, and emotional investment.
The flip side of that is that HR is dealing with 3-10+ people and no one likes giving or getting bad news. A null result is the same as not getting the job and we have shifted to that mindset. So....
As an example, for many companies that even have an HR department, they have made the process onerous. The idea is to get the "best" or the "most qualified" candidates and select from them. Unfortunately, the problem is that people fail to realize there "may" be conflicts of staffing philosophy occurring.
1) You have a hole you need to fill. Best & most qualified are admirable goals, but qualified is the real goal with a secondary goal of "not having to replace in X time." (training investment return).
2) You are expanding and there will be a hole you need to fill. This is much like above but allows HR to shift deeper into the best/most qualified category.
For potential employees, you are balancing the opposite concern. Work under the assumption they either do not have a job or they are not "content" at their current position. These are temporary and time-sensitive conditions. Therefore HR needs to streamline their processes to where they respond quickly enough to where they don't "lose" opportunities.
That said, the largest issue is "ignorance" on the process for each company. Candidates when they enter the pipeline generally do not know how long each process is, or what the steps are, or even if they make it to the next step (until they do). It can create the impression of being strung along indefinitely while having to still meet personal needs.
As an example, let's say I need/want a new job. I have to coordinate that around my life. Whether it is family, housing, school, other jobs, or whatever. I'm willing to go through pretty much any process but I need to know what it is and I need to align it with my needs. If I have to go back for 3 interviews and then give 2 weeks notice that's fine. But I need to know how it is going to work. Don't waste my time, effort, and emotional investment.
The flip side of that is that HR is dealing with 3-10+ people and no one likes giving or getting bad news. A null result is the same as not getting the job and we have shifted to that mindset. So....
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I try to move from the interview to offer letter in a week, two tops. I normally only interview candidates that I plan on hiring.
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Hi, Sergeant Keen.
Waiting at all I believe is the wrong tactic. Companies are under no obligation to let potential candidates know anything. With multiple candidates, it’s in the company’s interest to keep the onus on the candidate to follow up. Instead, it’s important to immediately write a letter of appreciation to your interviewer thanking him for taking the time to speak with you and reiterating, with the information you garnered in the interview, how you think you would be a good fit for his organization. Then, soon after, you can call and check on the status of the job and your application. It’s a lost art that you’ll find many candidates overlook.
Meanwhile, don't put all of your eggs in one basket. Apply for other positions.
Waiting at all I believe is the wrong tactic. Companies are under no obligation to let potential candidates know anything. With multiple candidates, it’s in the company’s interest to keep the onus on the candidate to follow up. Instead, it’s important to immediately write a letter of appreciation to your interviewer thanking him for taking the time to speak with you and reiterating, with the information you garnered in the interview, how you think you would be a good fit for his organization. Then, soon after, you can call and check on the status of the job and your application. It’s a lost art that you’ll find many candidates overlook.
Meanwhile, don't put all of your eggs in one basket. Apply for other positions.
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