1 year ago

Candidates generally view this stage as the least problematic. If anything, candidates often suggest that they need an element of predictability although have mentioned some challenges they have experienced and which provide a useful reminder to employers:

– Do not approach the candidate’s current employer for references until the candidate has had the opportunity to formally resign

– Do not suggest that the candidate resign from their existing role before the hiring employer puts a formal offer on the table

– Do not introduce a final interview after a verbal offer has been made


What is apparent is that candidates do expect a fast turnaround on a decision. According to data from Mystery Applicant (Survey May 2015)

44% of candidates expect a decision on their application within two weeks of applying

71% expect a decision within a month

However for those candidates who are not automatically rejected from the initial application stage, 83% of candidates stated that they waited at least twice as long as they expected for a decision


How can employers ensure a positive recruitment process during the notice period?

An example of a positive process can hinge around consistent and continuous communication between employer and candidate.

The period between job offer and start date can be quite long and therefore communication is needed all the more.  It’s often helpful if the candidate can have contact by email and on the phone with their new manager, even if it’s just touching base a couple of times a month before they start. Newsletters and social invites are also worth sharing with potential hires before they start.

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