Candidates Prefer One-to-Two Week Recruitment Processes: OCC

A recent survey by the OCC shows that over half of workers expect recruitment processes to last between one and two weeks, highlighting the importance of speed and efficiency in hiring. The findings also reveal preferences regarding the number of interviews candidates consider reasonable.

“Candidates will share their experience with peers regardless of the outcome, so it is crucial for companies to maintain an efficient and positive selection process,” highlights the survey.

The study, which collected responses from 1,511 workers, aimed to understand candidates’ expectations for recruitment timelines and interview frequency. Employers who align their processes with these expectations can strengthen their employer branding, reduce candidate drop-off, attract higher-quality talent, and improve negotiation outcomes, says the OCC.

According to the survey, 53% of respondents believe an ideal recruitment process should last between one and two weeks. Another 31% prefer it to take less than a week, 13% accept a duration of two to three weeks, and 3% consider a month or longer reasonable. The preference for shorter processes is even more pronounced in managerial and coordination roles: 57% of managers and 60% of coordinators favor one- to two-week timelines, while 43% of operational staff prefer processes that last no longer than a week.

Interview frequency is another factor candidates weigh carefully. Sixty-five percent of respondents indicated that one or two interviews are sufficient, 22% prefer three to four interviews, 10% said it depends on the role, 2% were comfortable with five or more interviews, and 1% were uncertain. The results underscore the need to streamline the hiring stages to maintain candidate engagement, reports the OCC.

Recruiters are advised to gather feedback from applicants to identify areas for improvement and share insights with hiring managers. Striking a balance between the minimum number of interviews and the required organizational methodology can help maintain efficiency without compromising candidate assessment.

These findings highlight a shift in candidate expectations, where the quality and speed of recruitment processes are becoming critical indicators of a company’s reputation in the labor market. Organizations that respond to these expectations may see a stronger talent pipeline and a more favorable perception among potential hires.