The Grave Consequences of Slow Hiring

31st October 2025

The Grave Consequences of Slow Hiring

31st October 2025

The Grave Consequences of Slow Hiring

31st October 2025

Written by Alastair Lees – Senior Business Manager for Professional

Hiring doesn’t have to be scary – avoid a nightmare recruitment process for your team and your prospective new employees.

Before you go to market, ensure you have a clear plan and timeline (with some flexibility built in). A drawn-out, disorganised process can be the biggest killer when it comes to hiring top talent.

Try to get as many of the following planned as possible:

How long will you advertise for?
When will you schedule interviews?
How many stages are truly necessary?
Who will be at each interview (and why)?
What will each interview focus on – culture fit, technical competency, etc?
When will you feed back to candidates (both unsuccessful and successful)?
How will you ensure efficient communication with candidates?

Our recommendations are:

Allow 1-2 weeks for advertising. If you’re DIY’ing it, use the most relevant job board, your professional network for referrals, and making use of your internal talent pool (from previous processes if possible).
Work backward from your ideal start date – most professionals will have notice periods of 1-3 months, add on 1-2 weeks of advertising and 1-2 weeks of interviewing.
Ensure every interviewer is available AND relevant – keep it lean enough to not hold up the process, but also broad enough to give candidates a good feel for the culture and diversity of the team.
Offer enough availability for candidates working around their own work commitments, families, commuting, etc.
Keep your process to 2 interviews in most cases – it’s common to do an initial cultural fit video call for 20-30 minutes, followed by a formal competency-based interview in person (and maybe a 3rd interview if it’s a really tough choice or a highly technical / senior role).

Collab-orate with a specialist partner:

Your recruitment partner should act as a direct extension of your team. By working with Collab, you avoid the biggest pitfall in hiring: a slow, drawn-out process. We guarantee the time you spend is efficient and effective, bringing you quality candidates who are both technically strong and a great culture fit. Plus, we take all the administrative burden off your plate at a notoriously busy time of the year.

Check out our latest vacancies on our Job Portal or register your vacancy with us today.

Hiring doesn’t have to be scary – avoid a nightmare recruitment process for your team and your prospective new employees.

Before you go to market, ensure you have a clear plan and timeline (with some flexibility built in). A drawn-out, disorganised process can be the biggest killer when it comes to hiring top talent.

Try to get as many of the following planned as possible:

How long will you advertise for?
When will you schedule interviews?
How many stages are truly necessary?
Who will be at each interview (and why)?
What will each interview focus on – culture fit, technical competency, etc?
When will you feed back to candidates (both unsuccessful and successful)?
How will you ensure efficient communication with candidates?

Our recommendations are:

Allow 1-2 weeks for advertising. If you’re DIY’ing it, use the most relevant job board, your professional network for referrals, and making use of your internal talent pool (from previous processes if possible).
Work backward from your ideal start date – most professionals will have notice periods of 1-3 months, add on 1-2 weeks of advertising and 1-2 weeks of interviewing.
Ensure every interviewer is available AND relevant – keep it lean enough to not hold up the process, but also broad enough to give candidates a good feel for the culture and diversity of the team.
Offer enough availability for candidates working around their own work commitments, families, commuting, etc.
Keep your process to 2 interviews in most cases – it’s common to do an initial cultural fit video call for 20-30 minutes, followed by a formal competency-based interview in person (and maybe a 3rd interview if it’s a really tough choice or a highly technical / senior role).

Collab-orate with a specialist partner

Check out our latest vacancies on our Job Portal or register your vacancy with us today.

Hiring doesn’t have to be scary – avoid a nightmare recruitment process for your team and your prospective new employees.

Before you go to market, ensure you have a clear plan and timeline (with some flexibility built in). A drawn-out, disorganised process can be the biggest killer when it comes to hiring top talent.

Try to get as many of the following planned as possible:

How long will you advertise for?
When will you schedule interviews?
How many stages are truly necessary?
Who will be at each interview (and why)?
What will each interview focus on – culture fit, technical competency, etc?
When will you feed back to candidates (both unsuccessful and successful)?
How will you ensure efficient communication with candidates?

Our recommendations are:

Allow 1-2 weeks for advertising. If you’re DIY’ing it, use the most relevant job board, your professional network for referrals, and making use of your internal talent pool (from previous processes if possible).
Work backward from your ideal start date – most professionals will have notice periods of 1-3 months, add on 1-2 weeks of advertising and 1-2 weeks of interviewing.
Ensure every interviewer is available AND relevant – keep it lean enough to not hold up the process, but also broad enough to give candidates a good feel for the culture and diversity of the team.
Offer enough availability for candidates working around their own work commitments, families, commuting, etc.
Keep your process to 2 interviews in most cases – it’s common to do an initial cultural fit video call for 20-30 minutes, followed by a formal competency-based interview in person (and maybe a 3rd interview if it’s a really tough choice or a highly technical / senior role).

Collab-orate with a specialist partner

Check out our latest vacancies on our Job Portal or register your vacancy with us today.

The Grave Consequences of Slow Hiring

The Grave Consequences of Slow Hiring

The Grave Consequences of Slow Hiring

Read More

Read More

Don’t Make These 5 Critical Errors in Your Recruitment Process in 2026

The Grave Consequences of Slow Hiring

Don’t Spook Your Interviewer – 3 Common Interview Fails to Guarantee Application Failure

Read More

Don’t Make These 5 Critical Errors in Your Recruitment Process in 2026

The Grave Consequences of Slow Hiring

Don’t Spook Your Interviewer – 3 Common Interview Fails to Guarantee Application Failure

From Data to Creativity – Essential Skills for the modern marketing professional

Read More

Don’t Make These 5 Critical Errors in Your Recruitment Process in 2026

The Grave Consequences of Slow Hiring

Don’t Spook Your Interviewer – 3 Common Interview Fails to Guarantee Application Failure

Navigation

Get In Touch