Challenges and concerns in the hiring market
Jim Sykes, a global managing director for AMS, recently issued a warning that the hiring market will not become any easier in the near future. This statement was made during the announcement of the release of a report by AMS and The Josh Bersin Co. in June.
According to the report’s findings, the time it takes to hire new employees has reached an all-time high. On average, vacant positions now remain unfilled for 44 days. This delay prevents companies from maintaining their competitiveness and adapting to the rapidly changing needs of their industries.
Experts have highlighted the negative consequences of prolonged hiring processes. For instance, taking too long to fill vacant roles can lead to increased burnout among current team members, hinder the achievement of business goals, and cause a lag in deliverables, as reported by an HR Dive interviewee in 2022.
A survey conducted by talent engagement platform Sense in 2022 revealed that extended time-to-hire rates also discourage job candidates who seek prompt responses from recruiters.
However, time-to-hire rates are not the only concern for talent acquisition and hiring teams. Cathy Moll, a partner with executive search firm Thinking Ahead, emphasized the detrimental effects of ghosting applicants in a blog post in May. Moll explained that ghosting candidates can damage their perception of the company, leading them to share negative sentiments on social media. Consequently, this can swiftly and broadly tarnish the company’s reputation. Moll further stated that prolonged hiring processes may make candidates question if this delay is a systemic problem, where decisions take too long and it becomes challenging to accomplish tasks.
The issue of apparent bias in the hiring process is also highlighted in a survey conducted by Greenhouse. The survey found that underrepresented candidates were more likely to be ghosted. Additionally, in a job interview, almost 40% of Black respondents faced discriminatory questions, compared to 31% of White respondents.
The survey also found that a negative interview experience is likely to drive candidates away. Respondents suggested that one solution to this problem, which demonstrates an employer’s commitment to diversity, equity, and inclusion (DEI), is to ensure that the interviewing panel is composed of diverse individuals.