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4 Reasons You Should Continue the Interview Process During Summer Vacations

By Janey Wellons 

  

We all know that summer is a time for relaxation and travel. But for hiring managers who are interviewing candidates, summer can be a challenge. Remember, top candidates wait for no one—not even hiring managers on vacation. Recruiting is a time-sensitive process. Delays caused by a hiring manager's absence can lead to losing top candidates. These candidates are interviewing with many different organizations. Any delay could cause them to accept offers elsewhere. Remaining in the office for the duration of a recruitment process or at least establishing backup plans to keep the ball rolling while you’re away, can ensure a seamless hiring process and a more pleasant candidate experience.   


  

When hiring managers take vacations during the interview process, it creates significant disruptions and potentially hinders the recruitment of top talent. Here are 4 key reasons why hiring managers should avoid taking vacations during this critical time: 

 

  1. Losing Top Talent 

The job market is competitive. Top candidates won’t wait around. Delaying interviews until you’ve returned can result in losing highly qualified candidates to other opportunities. Staying in the office or planning for interviews to continue creates a more efficient hiring process and candidate experience.  

  

2. The Hiring Manager’s Leadership and Presence is Crucial 

Hiring managers set the number of interviews. They decide on the interview format. They select the key team members they want involved to help them make the best decision. Managing the process and team members involved to secure the perfect hire is what being a hiring manager is all about. The hiring manager’s guidance and leadership are essential during the interview process. They are also responsible for ensuring the candidates have a positive experience. Hiring managers are responsible for providing updates on the team’s decision as soon as possible. A hiring manager’s absence can cause things to derail. It leads to inconsistent interview experiences for candidates and a misalignment in candidate evaluation.   

  

3. Maintaining a Positive Candidate Experience 

Candidates appreciate an interview process that is smooth and clearly communicated. They want to know exactly what to expect. Communicating the next steps and when they can expect feedback or an update after each interview stage is crucial. Surprises like extended delays or last-minute rescheduling due to a hiring manager's unavailability, frustrates candidates. This also reflects poorly on the organization. Getting things scheduled, sticking to the process, and being available demonstrates commitment and respect for your candidates' time.  

  

4. Building a Stronger Employer Brand 

Demonstrate that your company values efficiency and respects candidates’ time. By keeping the interview process moving you can enhance your organization’s brand. It shows potential hires that your organization is proactive and committed to finding the right talent, regardless of summertime festivities. Delays due to team members (especially the hiring manager) being unavailable contribute to poor candidate experience. It also prolongs the interview process. This may result in poor reviews online. Remember other prospective candidates are reading these reviews. Reviews can deter them from wanting to participate in the interview process for an opening with your organization.  

  

Here are some helpful tips for hiring managers to maintain momentum when out of office: 

  

  • Pre-schedule Interviews: Before vacations, schedule as many interviews as possible. This maintains progress. Have candidates scheduled for when you return. This may mean delegating other tasks to keep your commitment to timely candidate interviews. 

 

  • Delegate Responsibilities: If travel is unavoidable, delegate important action items to another capable and committed team member. This keeps things moving forward as much as possible and provides growth opportunities for your team. Make sure everyone involved understands your expectations on what the process should look like in your absence.  

 

  • Leverage Technology: Use video conferencing and remote collaboration tools to stay involved, even when physically away. 

 

  • Communicate: Keep candidates informed about the timeline and any potential delays. 

  

By prioritizing the interview process and avoiding vacations during this crucial time, hiring managers can ensure a smooth, efficient, and positive experience for everyone. This helps meet your goal for a successful hire and stronger organization. This proactive approach not only benefits the organization’s brand, but also enhances candidate experience. 

 

Have you lost a top candidate because of vacation delays? How are you handling interviews during hiring manager vacations? Let us know in the comments what you're doing to ensure vacations don’t hinder hiring. 

  

Need some extra help? Consider partnering with TalentRemedy. Our industry experts specialize in helping companies hire top talent to keep your organization successful. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs. 

 

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