When hiring gets stuck

In today’s competitive hiring landscape, slow hiring processes don’t just cost you time. They cost you top talent. We see it every day: by the time hiring managers align on a decision, those high-calibre candidates have already accepted offers elsewhere, most often with competitors who simply moved faster.

But there’s good news, most hiring delays stem from just three core, fixable issues.

1. Stakeholder misalignment

Misalignment between hiring managers, HR, and internal decision-makers is one of the most common reasons hiring gets stuck. Whether it’s vague or unrealistic job briefs, lack of salary transparency, evolving role requirements, or unapproved vacancies, lack of clarity at the outset leads to confusion and delays throughout the process.

According to a report by StandOutCV, 66% of candidates are more likely to apply for a role when salary details are included in the job advert, highlighting the importance of transparency in attracting talent.

Without shared expectations, teams often spend more time revisiting decisions than making progress. This uncertainty trickles down to the candidate experience, eroding trust and increasing the risk of candidates dropping out of the interview process.

Solution: Establish clear, consistent role definitions and align all stakeholders from day one. Confirm what success looks like in the role, who needs to be involved, and what the timeline should be, before going to market.

2. Slow internal processes

Even with a strong shortlist, a slow hiring process can undo all your good work. Lengthy signoffs, multiple interview rounds, and delays in feedback all add friction. In a market where great candidates often juggle multiple offers (and counteroffers!), speed matters.

With almost half (47.62%) of UK jobseekers saying that they lose interest in a role if they don’t hear back within a week of applying, it is evident just how critical timely communication is in keeping top candidates engaged.

Every delay risks losing your best candidate. And while internal hurdles may feel unavoidable, they’re often the result of unexamined habits or outdated processes.

Solution: Review your end-to-end hiring journey. Identify bottlenecks and streamline wherever possible. Define turnaround times for CV reviews, interviews, feedback and offers, and hold your team accountable to them. When everyone works to the same cadence, you naturally improve time to hire.

3. Weak EVP communication

You know what makes your business brilliant. Do your candidates? If your Employee Value Proposition (EVP) isn’t clearly communicated throughout the process, you’re relying on assumptions, and that’s risky.

Given that a striking 65% of candidates have pulled out of a hiring process after deciding the employer’s EVP didn’t resonate with them, it’s clear that today’s job seekers want more than just a job title. They want to understand your culture, values, development opportunities, and what sets you apart from the competition. Without that, it’s easy for them to disengage or drop out of the process altogether.

Solution: Define a compelling EVP and make sure it’s embedded at every touchpoint, from job ads and screening calls to interviews and offers. Work with your recruiter to tailor this messaging for each role, ensuring candidates stay informed and engaged throughout.

Turn hiring into a competitive advantage

Hiring doesn’t have to be slow or uncertain. With better alignment, faster internal processes, and a clearly communicated EVP, you can create a more effective, candidate-friendly hiring experience, and stop losing top talent unnecessarily.

Partnering with a recruiter who understands your goals can help accelerate this shift. When we're aligned, we can act quickly, represent your brand with confidence, and secure the right talent, before someone else does.

Ready to fix what’s holding your hiring back?

Let’s identify what’s slowing you down and fix it fast. We’ll help you streamline your process, refine your EVP, and secure the talent you’re missing out on.