The problem of long recruitment processes — by Dr. Evi Prokopi

On Cosmoleadership’s LinkedIn page, we had a poll and asked people for their opinions regarding long recruitment processes for junior and mid-senior roles.

The question was “Do you think that a long recruitment process (more than 4 stages) is a red flag for a junior οr/and mid-senior role?” and 330 people voted. A staggering 93% answered positively and only 6% negatively while 1% wasn’t sure.

We have talked to thousands of people and most of them have experienced long and strenuous recruitment processes. Too many rounds, too many tests, too many assignments.

Companies don’t want to invest resources in people who may disappoint them and this is fair but when does the whole process become a problem? How long should junior or mid-senior people need to invest in each company before they end up being rejected with no feedback at all? At best, they receive an automatic email telling them that they have moved forward with another candidate but they should keep applying for other roles. Oh, the irony!

What seems common though, is that oftentimes this type of recruitmnet process ends up in nobody getting hired. So this makes one wonder –if nobody is to be hired, why do you waste your and several candidates’ precious time? What is it in for you? Is it free ideas some companies are after? Free labor?Is it possible to take people through so many selection stages and still hire no-one?

The perfect candidate doesn’t exist and so doesn’t the perfect company.A candidate may not tick every box on your checklist, but they may be able to add a lot of to the company. If you have interviewed 60 people for a job opening and can’t find someone to fill the position, start looking in the mirror. It’s not because there’s a lack of talent out there. It’s because you have created a set of requirements that are unrealistic.

If you see someone with the right attitude and skillset to do the job, and they fit in with the team, hire them. There are so many qualified individuals still job searching. Maybe it’s time you took chance on someone and stop posting the same job ads every three weeks.

Refocus on your recruitment needs, welcome and train your people!