Slow Hiring Costs Top Talent

The current hiring landscape

The Australian job market remains highly competitive, particularly in the HR sector. Quality professionals often have multiple opportunities in play simultaneously, and they're increasingly unwilling to wait through extended recruitment processes.

"In today's tight talent market, people move quickly when looking for new roles," explains Melissa. "Once they start exploring opportunities, they typically enter multiple hiring processes simultaneously. They're smart about keeping their options open, especially in the early career market where movement happens at lightning speed."

Research from industry surveys consistently shows that more than half of employers have lost qualified talent due to prolonged hiring processes. A LinkedIn report found that top professionals are typically on the market for just 10 days before accepting an offer. This reality means that organisations with lengthy, complex hiring procedures are at a significant disadvantage when competing for top talent.

When good candidates say "I'm over it"

Melissa recently experienced this firsthand when a promising professional withdrew from a process at offer stage. The employer had added unnecessary steps and extended the timeline beyond what was reasonable for the position.

"The process became unnecessarily complex with additional interviews and assessments that weren't proportionate to the role. By the end of it, the person was simply frustrated with the delays." shares Melissa.

What makes this particularly striking is that this individual wasn't actively job seeking when Melissa approached them. Yet they ultimately accepted an offer elsewhere – for less money – primarily because the other company moved efficiently and decisively.

The hidden costs of a slow process

The impact of a prolonged hiring process extends beyond just losing your preferred hire:

• Damage to your employer brand: People share their job search experiences widely– particularly negative ones. According to a CareerArc study, 72% of job seekers who have a poor hiring experience will tell others about it online or directly.
• Increased recruitment costs: Research from Oxford Economics and Unum found that the average cost of replacing a staff member is £30,614 (~$58,000 AUD), factoring in lost productivity and recruitment expenses.
• Settling for second-best: When your top choices accept offers elsewhere, you may end up hiring less suitable professionals.
• Disengagement from the start: Even if someone accepts after a lengthy process, they may begin the role with reservations, hold-ups or diminished enthusiasm.

"There's only so many times a recruiter can say 'just checking in, no update, but things are moving along,'" Melissa notes. "After two weeks, people become disengaged, other opportunities come their way, and they lose interest in your role."

Clear process, better results

To avoid these pitfalls, Melissa recommends several practical steps:

1. Define your process clearly: "Have a defined, clear hiring process with allocated steps set from the beginning so everyone's expectations can be properly managed," advises Melissa.
2. Identify non-negotiables vs nice-to-haves: Be crystal clear about what's essential and what's merely preferred. "The more restrictive your non-negotiables are, the smaller your pool of potential hires will be," Melissa points out. "Be strategic about what truly matters."
3. Align process with role level: Entry and mid-level roles require streamlined processes while senior roles might warrant more in-depth assessment. Applying the same extensive process to all positions is counterproductive and often unnecessary.
4. Question additional steps: If someone suggests adding a step, ask "what value will this add?" For instance, if you're considering psychometric testing, determine how you'll use the results before proceeding. If it's just a box-ticking exercise, consider removing it.
5. Set realistic timeframes: "Two weeks is the absolute maximum to hold someone's interest in a role," Melissa emphasises. "A few days  up to one week maximum is what we would expect for feedback after shortlisting potential hires. Beyond that, you risk losing their engagement entirely."

The recruitment partner advantage

Working with a specialist recruitment partner can help mitigate many of these challenges.

A good recruitment consultant will:

• Provide market insights about appropriate processes for different role levels
• Keep talented professionals engaged during necessary waiting periods
• Offer honest feedback about where your process might be causing drop-offs
• Protect your employer brand even when internal delays occur
• Significantly improve hiring speed through proactive talent sourcing rather than relying solely on job advertisements
• Provide a dedicated focus with clearly outlined processes and timeframes, increasing clarity for both employers and potential hires

"As recruitment consultants, we become an extension of your brand in the market," says Melissa. "We can maintain relationships with potential hires and keep them engaged in ways that internal processes sometimes can't. We're also able to provide valuable market feedback about how your processes compare to competitors. But even with our support, significant delays can cause irreparable damage to hiring opportunities."

Gain the competitive edge

In today's fast-moving job market, your hiring process itself can be your competitive advantage—or your biggest liability. When every organisation is fighting for the same talent, the company that moves decisively often wins.

As Melissa aptly puts it, "You've got to move with the tide of the market, especially when talent is scarce."

By streamlining your approach, you're not just filling positions faster—you're sending a powerful message about your organisation's culture, decision-making capabilities, and how you value people's time. In a market where the best talent might be off the market in days rather than weeks, can you afford not to optimise your hiring approach?

Melissa Forwood is a Senior Consultant based on the Gold Coast, specialising in HR recruitment across Brisbane and the Gold Coast. With a strong focus on mid-to-senior HR appointments, she partners with professionals looking to advance their careers and organisations seeking top talent.

Her deep market knowledge, consultative approach, and commitment to long-term success make her a trusted advisor in the HR space.