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If you have a delay in your interview process, the absolute worst thing you can do is not give an update.
The problem is: that’s the default in a lot of orgs.
I’ve seen it my entire career. The “something changed / no update” phenomenon. And it’s usually rooted in this (flawed) mindset:
“We didn’t have an update to give…”
I’m talking everyone. Internal recruiters, external recruiters, hiring managers, execs, etc.
We're human. There’s something uncomfortable about following up but not having anything to say.
To which I say: so?
Get uncomfortable.
👉The flip side: being transparent with any kind of update usually buys time and understanding.
Especially when you’ve sold the value of your org already. And they're excited about it. (Effective communication, once again).
And not every delay is ‘bad.’ Unless you don’t communicate what’s going on. Then they’re always bad.
If anything, it’s an opportunity:
👉The more contact you have with the candidate you want to hire, the stronger the relationship. Whatever the context.
You don’t have to accelerate your process to a breakneck speed to compete with every other firm doing that.
If you can explain why you can’t.
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.
The worst delays are the ones you don't communicate