End To End Recruitment Process

The end to end recruitment process loses good candidates at three predictable points, and none is the interview itself. All three are delays.

Between application and first contact. Silence here reads as disinterest. Candidates in demand have accepted something else before you reach them.

Between interviews. A gap of two weeks while a second interviewer finds time tells a candidate exactly how the organisation treats scheduling. Many read it correctly.

Between final interview and offer. The most damaging. The candidate has invested, is expecting news, and every day of internal approval feels like reconsideration.

Fixing all three is scheduling rather than strategy. Agree the interview panel’s availability before advertising, and sort out who can approve an offer before the final round rather than after it.

The Australian Human Rights Commission covers recruitment obligations. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s recruitment management system and applicant screening software.