Why Speed Matters: The Link Between Response Time and Talent Loss

In today’s recruitment landscape, the competition for top talent is fierce, and not just for you. Candidates are often juggling multiple opportunities at once, and in a market where skills shortages are real and candidates are calling the shots, dragging your feet can cost you more than just time. It can cost you the right hire.

Speed Isn’t Rushed—It’s Respectful

Let’s clear something up: speed doesn't mean panic-hiring or cutting corners. It means showing candidates that their time and interest are respected. Every day you take to "circle back" or "wait on final feedback" is another day your ideal candidate could be snapped up by someone else.

Prompt responses communicate that your company is organised, decisive, and serious about hiring. Radio silence? That sends the opposite message.

The Data Doesn’t Lie

Studies consistently show that companies that move faster in the hiring process are more likely to land top-tier candidates. According to research by LinkedIn, the average time-to-hire is 36 days, but the best candidates are off the market in just 10. You do the maths.

If you're waiting two weeks to respond to a promising CV or taking ten days to schedule a second interview, don’t be surprised when you receive a polite withdrawal email—or worse, complete ghosting.

Slow Process = Candidate Drop-Off

Long hiring processes don’t just lose talent—they damage your employer brand. Candidates don’t forget how they were treated. If the process is slow, disjointed, or communication is poor, they’re unlikely to recommend you (or return in future). And in the era of Glassdoor reviews and social media, that matters.

Tips to Stay Ahead

• Streamline your process – Cut unnecessary steps and clarify who signs off on what. Too many cooks delay the hire.

• Set clear timeframes – Commit to getting back to candidates within a specific window. And stick to it.

• Pre-book interview slots – Don’t wait until someone impresses you to scramble for diary availability.

• Work closely with your recruiter – Let them know how urgently you’re hiring and give feedback promptly. A good recruiter is only as good as the feedback they get.

Final Thought

In a candidate-driven market, speed isn’t just a nice-to-have. It’s the difference between winning and losing the hire. If you’re taking too long to decide, rest assured—someone else won’t.