How many days is too late to get back to a candidate? Does the speed of your response to applications affect the success of your hiring? We looked at the data and here’s what we found.
There is a strong link between time-to-respond to an application and final outcome. The overwhelming majority of candidates who end up accepting interviews and jobs are those who had a response from the employer within 2 days of applying! We call it The Two-Day Rule.
Why? It makes a lot of sense when you think about it. Here’s a few of the reasons:
1) The best talent gets snapped up fast – Most candidates apply for more than one job at a time. If you are slow in following up on their application, another employer will get ahead in the recruiting process before you’re close to getting an offer on the table.
2) Slow hiring, slow company – If your hiring process is slow and cumbersome a natural conclusion for candidates could be that your company is just the same.
3) First impressions matter – if you take too long to get back to candidates they probably think you weren’t particularly interested in their application and that’s not a great way to start a relationship.
In today’s competitive job market, candidates have more options than ever before. They are no longer willing to wait for weeks to hear back from a potential employer. They expect quick responses and clear communication. If they don’t get it, they are likely to move on to the next opportunity.
Moreover, a quick response time is not just beneficial for the candidates, it also reflects positively on your company. It shows that you value the time and effort candidates put into their applications and that you are serious about finding the right person for the job.
Overall, employers who respond to incoming applications fast, tend to be the same employers who are quick to schedule interviews, gather feedback and move through the hiring pipeline with speedy teamwork. Being disciplined and very responsive from the get go is a good habit that sets the tone for the entire process.
So, when you’re hiring don’t forget the Two-Day Rule. Don’t let your hiring process damage your employer brand and prevent you from recruiting the best talent.
Make sure the processes you have in place allow you to efficiently manage applications, review CVs with your colleagues, respond promptly and stay on top of your recruiting pipeline. Remember, the speed of your response could be the difference between securing top talent and losing out to a competitor. So, make it a priority to respond to all applications within two days. It’s a simple rule, but one that could have a significant impact on your hiring success.
Frequently asked questions
- What is the Two-Day Rule in recruiting?
- The Two-Day Rule in recruiting suggests that the majority of candidates who end up accepting interviews and jobs are those who receive a response from the employer within two days of applying. This rule emphasizes the importance of a prompt response in the hiring process.
- Why does the speed of response matter in recruiting?
- The speed of response matters in recruiting because top talent often gets snapped up fast. If an employer is slow in following up on an application, another employer may progress further in the recruiting process, potentially securing the candidate before an offer can be made.
- How does a slow hiring process impact a company's image?
- A slow hiring process can negatively impact a company's image. If the hiring process is slow and cumbersome, candidates may conclude that the company operates in the same manner. This perception can deter potential candidates and affect the company's ability to attract top talent.
- What impression does a delayed response give to candidates?
- A delayed response can give candidates the impression that the employer is not particularly interested in their application. This is not a great way to start a relationship and can lead to candidates losing interest in the role or the company.
- How can employers ensure they adhere to the Two-Day Rule?
- Employers can adhere to the Two-Day Rule by having efficient processes in place to manage applications, review CVs with colleagues, respond promptly, and stay on top of their recruiting pipeline. Being disciplined and responsive from the start sets the tone for the entire process.