Picture this: Rohan, a software engineer with five years of experience, applies to a company he has admired for years. The first call comes quickly, but then the silence begins.
Weeks pass as calendars are coordinated for multiple interviewers. By the time the final round is scheduled, Rohan has already accepted another offer. The organisation loses a promising candidate, not because of poor fit, but because of time.
What the Data Shows
Rohan’s story is not unique. Research confirms that hiring delays are among the biggest reasons why organisations lose talent. The Korn Ferry Global Talent Crunch Report (2019) found that half of candidates drop out of the hiring process if it drags beyond two weeks. The LinkedIn Talent Trends Study (2018) revealed that 57 per cent of recruiters themselves blamed scheduling conflicts for slow hiring cycles. And according to the SHRM Recruitment Benchmarking Report (2016), 60 per cent of job seekers abandon applications that take too long. These are not just numbers. They are clear signals that time is a decisive factor in recruitment.
Why It Matters
The consequences of hiring delays go beyond candidate frustration. Organisations suffer financially when vacancies remain open for too long. Teams become overstretched, projects slow down, and opportunities are lost. Worst of all, top candidates — often those juggling multiple offers — rarely wait around. Every day of delay increases the chances of losing them to competitors who move faster.
The Bigger Picture
Delays in hiring are not simply an HR issue. They strike at the competitiveness of the organisation itself. In an age where speed defines market advantage, a sluggish recruitment cycle can undo the best employer branding campaigns. Candidates expect quick, transparent processes. Companies that cannot deliver risk being seen as outdated or indifferent, both to talent and to business urgency.
Towards Faster Hiring
Addressing this challenge requires more than coordination. It calls for a rethinking of recruitment workflows, reducing dependency on stretched calendars, and creating ways for candidates to move smoothly through each stage. Speed in hiring is not just about efficiency — it is about staying relevant in a competitive talent market.
