Wait for it…
“That’s what she said!”
I saved you the trouble.
Being too long is a major problem in the world today. People aren’t willing to wait, primarily because they don’t have to. Baseball can’t attract a young audience because the kids don’t want to sit around for three hours, at a minimum, to find out the outcome of the game. Soccer is exploding in the U.S. because it’s 90 minutes and they don’t even stop the clock when someone is injured! No commercial breaks, except for a short halftime period.
People won’t read a 700 page book, they want 300. No one wants to watch a three hour movie, make it two. Why do we have to have an hour meeting, make it thirty minutes.
Being too long is not a weakness you want to have in todays world. Being too long is now a sign that you probably don’t really know what you’re doing. If you can’t be short and concise, you’re looked at as ‘old fashion’.
That’s what your candidates are thinking of your selection process. You try and tell yourself, and your leadership, that we ‘take our time’ because we want to ‘make the right decision’. But your competition is making those same decisions in half the time. You’re old fashion. You’re broken. You’re taking too long.
Moving fast used to be considered reckless. Older generations would tell us to ‘slow down’. Measure twice, cut once. But, what if I made a process where measuring once was all that was needed, and I could eliminate the second measure? Wouldn’t that be better?
The legacy of the recession in Talent Acquisition is this, you had less to do, so you filled that time trying to add value. There is a tipping point to adding value. You extending the length of your selection process at a point no longer adds value. You’re taking too long to make hiring decisions. I know this because I’m constantly hearing stories of candidates you want, accepting offers from other companies before you’re ready to make an offer.
You’re taking too long.