If are experiencing long delays in the hiring process, you are not alone, many job seekers wait with you. The average time to fill a job from the initial posting to an accepted offer increased by 62% for large global organizations between 2010 and 2015, according to research from CEB, a management and technology consulting firm. Why are companies taking so long to hire? Unfortunately, there is no one specific reason, but rather it is likely a combination of factors.
More screening tools-
Glassdoor conducted a study of 344,250 interview reviews in six countries submitted anonymously to examine what is happening from a jobseeker’s point of view. According to the study, employers are increasingly using more screening methods. Here are some examples of the increases between 2010 and 2014:
- Background checks rose from 25% to 42%
- Skills tests increased from 16% to 23%
- Drug tests from 13% to 23%
- Personality tests went from 12% to 18%
Glassdoor reports that each of the screens adds a statistically significant amount to average time required for the interview process, and in some cases, adding a full week.
More panel interviews-
Organizations are adopting a more consensus-driven decision process that takes more time. “Everyone feels they need to give their opinion on the candidate,” says Danielle Wienblatt co-founder and CEO of Take The Interview in a recent interview with HR Magazine. Wienblatt reveals that “sometimes a company has 30 rounds of interviews”.
Company Size Matters-
Jobs stay open longest at large companies. The Glassdoor Economic Research report found the following:
- At companies from 10-49 employees, hiring took on average of 15 days
- At companies from 50-249 employees, hiring took on average of just under 20 days
- At companies from 250-999 employees, hiring takes on average 22 days
- At companies with 1,000-9,999 employees, hiring takes on average 26 days
The report drew two conclusions from the data. First, larger corporations hire more specialized and technical employees requiring more screening. Second, large companies have more bureaucracy of approvals and decisions which causes slowing of the hiring process.
Industries Matter-
The types of jobs that employers are hiring affect the duration of job openings. Typically government employers including local, state, and federal agencies hire most slowly. At the opposite side of the spectrum are franchise employers which have the shortest hiring cycle. Franchise employers include many retail and fast food establishments. The higher level of skill required to do the job, the longer and more intensive the screening process is. Some comparisons from the report are:
- Government employers take on average 60 days to hire
- College/University and hospital employers take on average just over 30 days to hire
- Franchise employers take on average just over 10 days to hire
Location Matters-
Where the job is located also seems to affect the duration of the hiring process. Cities often have cluster of industries. For example, Washington D.C. has a large cluster of government employers, and Silicon Valley has a large number of tech employers. Miami, Phoenix, and Orlando have large hospitality industries. Here is a comparison for times to hire:
- Washington D.C.: an average of 34.4 days
- San Jose: an average of 24.8 days
- San Francisco: an average of 23.7 days
- Orlando: an average of 19.3 days
- Phoenix: an average of 19.1 days
- Miami: an average of 18.6 days
Titles Matter-
The more complex a job is, the longer the hiring process is. The reported job titles taking the most time are government, academic, and senior level executive positions. The shortest interview processes are found among more routine jobs. Here are the Glassdoor report numbers:
- Police officer takes on average 127.6 days to hire
- Assistant Professor takes on average 58.7 days to hire
- Senior Vice President takes on average 55.5 days to hire
- Managing Director takes on average 51.1 days to hire
- Line cook takes on average 7 days to hire
- Server/Bartender takes on average 5.7 days to hire
Recruiting of Passive Candidates-
Social media has transformed recruiting by making it easier to contact candidates that are not actively looking for a job. Organizations are using LinkedIn and other social media to woo people to work for them but there are some disadvantages. “The recruiting process takes longer, and the conversion ratio is lower for candidates who are not actively seeking a new job” says Steven Davis, an economics professor at the University of Chicago Booth School of Business when interviewed by HR Magazine.
If you are currently seeking a new job, you have most likely experienced the long wait time for a decision to be made. Unfortunately, it appears that the time may even be getting longer given the trend in hiring. The key is to not get discouraged. Keep in mind what your mother has taught you- “Good things come to those who wait”.
Stacy Harshman, founder of Your Fulfilling Life, brings her experience as a recruiter for a Fortune 500 corporation to her work as a career coach. In addition to helping people discover their passions, she also provides clients with insight into the mind of a recruiter, unlocking the secrets of what employers look for in potential employees. Stacy offers individual and group coaching in person and by phone to those seeking positive change in their professional lives.
