Slow hiring process drives away Australian workers: survey

• 13% of candidates would lose interest in a role if they don’t hear back within five business days.
• 44% would lose interest after five to 10 business days.
• 26% would wait between 10 business days and one month.
• 8% would lose interest after waiting more than a month.
• 9% of candidates said they would not lose interest, regardless of the time it takes for a response.

"Despite an easing employment market, time remains of the essence to secure top talent," said Nicole Gorton, Director at Robert Half. "Jobseekers are often juggling multiple applications and interviews, and a slow response from an employer can quickly dampen their enthusiasm."

The average time to hire an employee is now taking 44 days, an all-time high, according to a global report.

‘Ghosting’ by employers frustrates job candidates

The trend of “ghosting,” where employers fail to respond to candidates, was identified as a significant factor in jobseekers' frustration. Gorton explained that the lack of communication can result in a negative perception of the company.

“Ghosting is a major red flag for not only employers, but also candidates. Being left in the dark about their application status can lead to frustration, resentment and a negative perception of the company,” she said.

"Top talent won't wait around. If they don't hear back within a reasonable timeframe, they'll move on to other opportunities, which can leave employers struggling to fill critical roles."

How jobseekers respond to lack of communication

The Robert Half survey also explored how candidates react when they feel they are being ghosted by a potential employer. More than a third (35%) of respondents said they would not take any action, but another 35% said they would follow up with the employer:

• 26% would request updates from the hiring manager they initially contacted.
• 9% would attempt to find information through another company contact.

However, nearly half (45%) of candidates indicated they would respond more adversely to being ghosted. Some would take drastic steps, such as:

• 21% would blacklist the company and refuse to consider them for future opportunities.
• 12% would drop out of the recruitment process by ghosting the employer in return.
• 12% would leave an anonymous negative comment about the company on social media or employer review sites.

Disgruntled candidates could damage reputation

Disgruntled candidates could damage a company’s reputation by sharing their negative experiences online, said Gordon.

“And while external communication platforms like Google Reviews and Glassdoor can be effective for staff attraction, it is also the place where disgruntled candidates can air their bad experiences, which in turn can damage the employer's brand reputation and deter future applicants.”

The findings emphasize that timely communication is key to attracting top talent, she said.

“Employers should acknowledge applications promptly, provide regular updates, and be transparent about the hiring timeline.”