Most hiring processes don’t break because
the market is short on talent.
They break because decisions slow down, ownership isn’t clear, and
communication drops at exactly the wrong moment.
This is a realistic hiring timeline that works for most permanent and contract
roles, and highlights where client-side decisions have the biggest impact.
Step 1: Get aligned before going to market
Before a role is shared with candidates, a few things need to be clear
internally:
• what the role needs to deliver in the first 6–12 months
• what’s essential vs flexible
• salary range and non-negotiables
• interview stages and decision-makers
CIPD research shows that poor role definition and unclear hiring criteria are
major contributors to slow and unsuccessful recruitment processes.
Where things fall down:
Roles go to market before internal alignment, pushing decisions later in the
process.
Step 2: Go to market with intent
Once the brief is clear, momentum matters. Focused search and clear messaging
outperform high-volume approaches.
CIPD guidance highlights that quality shortlists and timely feedback
significantly improve hiring outcomes.
Where things fall down:
Requests for more CVs without clarity on what’s missing.
Step 3: First interviews
The purpose of the first interview is to decide whether to progress.
Acas recommends structured interviews and consistent questioning to support
fair and effective hiring.
Feedback within 24–48 hours keeps candidates engaged.
Where things fall down:
Feedback delayed due to diary clashes or lack of decision ownership.
Step 4: Final stage and decision
Second stages should add value, not repetition.
Research from CIPD indicates that longer, more complex interview processes
increase candidate drop-off without improving hire quality.
Where things fall down:
Additional interview stages added late due to uncertainty.
Step 5: Offer and close
This is where many processes fail.
Acas guidance stresses the importance of clear offers, timely communication and
ongoing engagement through notice periods.
Where things fall down:
Slow internal approvals and silence after verbal offers.
A simple rule that helps
If a hiring process runs longer than four weeks without explanation, has
unclear ownership, or keeps adding stages, momentum is being lost.
Why this matters for clients
A clear hiring process improves acceptance rates, protects employer brand and
reduces wasted interview time.
The point
Hiring doesn’t need to be complicated. It needs to be intentional.
Sources & references
CIPD – Recruitment: an overview
CIPD – Resourcing and talent planning
Acas – Recruitment and selection
Acas – Making a job offer
CIPD – Candidate experience research
